Disability & Health Justice
Your disability rights at work are not optional. Under most circumstances, your employer must provide medical leave or job changes for a disability or health condition. The law requires them to work with you to figure out solutions—they can't just shut the door or ignore these rules to make things easier on themselves.
Does this sound like your workplace?
If what you see here reflects your experience—or something at work simply feels wrong—trust that feeling. It's often the beginning of a case.
The request was reasonable. The obligation was clear. The law doesn't ask employers to move mountains—it asks them to engage honestly with what an employee needs to do their job. When that process gets delayed into irrelevance, denied without justification, or treated as a formality the company never intended to honor, it is illegal discrimination, plain and simple.
Using a legally protected leave is your right—not a workplace favor. Your employer cannot treat you worse for taking time to heal. If you returned to sidelined projects, a downgraded role, or sudden hostility, that isn’t just unfair—it’s illegal. The law heavily penalizes medical leave retaliation, and the suspicious timing of their behavior is often the beginning of case.
Telling your employer about a disability or health need is supposed to be the beginning of a solution. When it marks the beginning of your termination instead, your employer may have crossed a clear legal line. Pushing you out through sudden write-ups or a suspiciously timed layoff right after a medical disclosure is often strong evidence of unlawful discrimination.
The work dried up. The meaningful assignments went elsewhere. And when you looked around, the pattern of who kept their scope and who lost it was difficult to ignore. Discrimination doesn't always arrive as a termination. Sometimes it arrives as a slow, deliberate narrowing—and the law holds companies fully accountable for both.