Mental Health and the Workplace

Work is not supposed to break you. But for too many workers in California, asking for support with a mental health condition becomes the moment everything at work starts to unravel. You try to speak up. You mention what you’re going through. Maybe you request time off, a flexible schedule, or just space to manage stress. But instead of support, you start getting written up. Passed over. Micromanaged. Or slowly pushed out.

At Fraigun Law Group, we represent workers who are treated unfairly after disclosing a mental health condition. What employers often frame as “performance management” or “business needs” may actually be discrimination and California law does not tolerate that.

What Are Your Rights if You’re Dealing with a Mental Health Condition at Work?

Under California’s Fair Employment and Housing Act (FEHA), mental health conditions like anxiety, depression, PTSD, or bipolar disorder can qualify as protected disabilities. Once your employer becomes aware of your condition, they are required to:

• Engage in an interactive process to understand your needs
  
• Offer reasonable accommodations if available
  
• Refrain from retaliation, harassment, or adverse actions
  

You are not required to disclose your full medical history. But if you request accommodations, your employer must respond fairly and thoughtfully. Firing someone, disciplining them, or changing their job duties in response to a protected request is not just unethical it may be unlawful. California workers are also protected under the California Family Rights Act (CFRA), which allows for up to 12 weeks of protected leave to care for your own serious health condition. That includes many mental health challenges.

What Does Discrimination Look Like in Practice?

It is not always direct. In fact, it rarely is. Discrimination often hides behind vague terms like:

• “We’re just making some changes to the role”
  
• “We need someone who can handle more pressure”
  
• “We’re concerned about reliability”
  

If you were performing well until you opened up about your mental health and things went downhill afterward that shift matters. California courts recognize patterns like these as signs of possible discrimination or retaliation. Employers may also try to isolate employees, remove responsibilities, reassign them to less visible work, or quietly encourage them to resign. These tactics may not come with clear, written explanations. But they still cause harm and they may still violate your rights.

You Deserve Fairness and Support , Not Punishment

The stigma around mental health is still real. But it is not legal grounds for termination, demotion, or discipline. If your employer treated you differently after learning about your condition, you may have a case. Mental health discrimination can also show up in workplace culture. Jokes about therapy, passive-aggressive remarks, or a lack of policy enforcement can make the workplace feel hostile. Even if no single act seems severe, the cumulative effect can become unbearable.

California law provides strong protections for workers. But those rights mean little if workers do not feel safe asserting them. At Fraigun Law Group, we help bridge that gap. We give workers the tools and representation they need to assert their rights and move forward with dignity.

What You Can Do If This Sounds Familiar

Start by documenting what has happened. Save emails, performance reviews, medical documentation, or any messages that show the change in how you were treated. Keep a timeline. And reach out to someone who understands what legal options might apply. You do not have to carry the emotional burden alone. Legal action is not just about money. It is about restoring a sense of control and holding employers accountable.

At Fraigun Law Group, we help workers across Southern California stand up for their rights. You should not be punished for needing care. If your job became a source of harm when you asked for help, you are not the problem. We see you. And we can help.