Medical Restrictions in the Workplace

Many employees in Los Angeles face challenges when seeking accommodations for medical restrictions at work. According to the Equal Employment Opportunity Commission (EEOC), over 30% of all disability-related workplace discrimination claims** involve failures to provide reasonable accommodations. Employees with medical conditions often encounter pushback, delays, or outright refusals when requesting accommodations they are legally entitled to under federal and California law.

Employers are required to engage in an interactive process to accommodate medical restrictions, yet many fail to do so—leading to lost wages, job insecurity, and even wrongful termination. If you believe your employer is not accommodating your medical restrictions, legal action may be necessary.

What Are Medical Restrictions in the Workplace?

Medical restrictions are limitations placed on an employee’s work activities due to a medical condition, injury, or disability. These restrictions may be temporary or permanent and require adjustments to job duties, schedules, or workplace environments to allow the employee to perform essential job functions safely and effectively.

Under the law, employers must provide reasonable accommodations to employees with medical restrictions unless doing so would create an undue hardship on the business. These accommodations can include modified work hours, reassignment of duties, ergonomic adjustments, or remote work options.

Unfair Medical Restriction Practices in the Workplace

Despite clear legal protections, many employees with medical restrictions experience unfair treatment, including:

• Denial of Reasonable Accommodations: Employers refusing to modify work schedules, duties, or equipment
• Retaliation: Employees facing demotion, reduced hours, or termination after requesting accommodations
• Failure to Engage in the Interactive Process: Employers ignoring or delaying accommodation requests
• Harassment: Coworkers or supervisors making derogatory comments about an employee’s medical condition
• Inconsistent Policy Application: Employers granting accommodations to some employees while denying them to others without justification

If you have experienced any of these practices, you may have grounds for legal action.

What Laws Protect You From Discrimination Based on Medical Restrictions?

American with Disabilities Act (ada)

This act requires employers with 15 or more employees to provide reasonable accommodations unless it causes undue hardship.

California fair employment & Housing act (feha)

FEHA offers broader protections, covering employers with five or more employees and requiring an interactive process to explore accommodation options.

federal & medical leave act (fmlA)

CRFA expands FMLA protections at the state level, offering additional leave benefits.

California family rights act (CFRA)

Employers are required by law to provide reasonable accommodations to employees with disabilities. Denying accommodations, overlooking qualified candidates due to a disability, or creating a hostile environment is a clear violation of employee rights.

These laws protect employees from discrimination, retaliation, and wrongful termination when seeking accommodations for medical restrictions.

How Do I Know if My Rights are Violated?

Your rights may have been violated if:

• Your employer denied your accommodation request without offering alternatives or engaging in discussions.
• You faced adverse actions, such as job termination or demotion, after disclosing a medical restriction.
• Your employer failed to provide reasonable accommodations despite clear medical documentation.
• You were subjected to ridicule or negative treatment because of your medical condition.

If you suspect a violation, consult an experienced employment attorney  who can help protect your rights and take action against your employer.

Building a Strong Medical Restriction Accommodation Case

To pursue a claim for failure to accommodate medical restrictions, consider these steps:

• Document Everything: Keep records of accommodation requests, doctor’s notes, and employer responses.
• Identify Comparators: Determine if other employees received accommodations while yours were denied.
• Follow Internal Procedures: File formal accommodation requests through HR and document the process.
• Gather Witness Statements: Coworkers can support your claims of unfair treatment.
• Seek Legal Advice: Marina Fraigun can help you build a case and negotiate with your employer to secure the accommodations you deserve.

Why Choose Fraigun Law Group for Medical Restriction Cases?

Navigating medical restriction accommodations can be challenging, but you don’t have to do it alone. Marina Fraigun is a determined advocate for employees facing workplace discrimination and accommodation denials. She knows the tactics employers use to avoid compliance and isn’t afraid to hold them accountable.

With her extensive knowledge of ADA, FEHA, and California labor laws, Marina takes a personalized approach to every case, ensuring you receive the accommodations and protections you are entitled to under the law. Don’t let your employer push you aside—contact the Fraigun Law Group today and take control of your future.

Common Questions about Medical Restrictions in the Workplace

Take the First Step with Fraigun Law Group

Workplace accommodations aren’t just an option—they’re a right. Marina Fraigun is committed to fighting for employees who face unjust treatment due to medical restrictions. With a sharp legal strategy and compassionate representation, Marina ensures that your needs are met and your employer is held accountable. You have the right to work with dignity. Contact the Fraigun Law Group today and take action to protect your future.