5 Signs Your Employer Is Discriminating Against You for a Disability

Disability discrimination at work often shows up as denied accommodations, sudden performance criticism, exclusion, or termination timed closely after a disclosure, and California employees who recognize these signs early are in the strongest position to protect their rights under FEHA.

Disability discrimination rarely announces itself. Few employers openly admit they're treating an employee differently because of a medical condition, injury, or disability. Instead, it shows up in smaller moments: a denied request, a sudden change in tone, and a role that quietly shrinks. If you have a disability or a medical condition and you've noticed a shift in how your employer treats you, it's worth taking a closer look. Here are five signs that what you're experiencing may be disability discrimination in the workplace.

Key Takeaways

• Disability discrimination is illegal under California law. The Fair Employment and Housing Act (FEHA) prohibits employers from treating employees unfavorably because of a physical or mental disability, medical condition, or the need for accommodation.
• Discrimination often looks like inaction, not hostility. Ignored accommodation requests, unexplained exclusion, and vague performance criticism are more common warning signs than overt insults or slurs.
• Employers must engage in the interactive process. California law requires employers to have a timely, good-faith conversation with employees about reasonable accommodations, not simply deny a request outright.

1. Your Employer Ignores or Denies Reasonable Accommodation Requests

If you've formally requested a reasonable accommodation, a modified schedule, ergonomic equipment, additional breaks, or remote work and your employer stalls, ignores the request, or denies it without any real discussion, that's a red flag. Under FEHA, employers must engage in a timely, good-faith interactive process to determine whether an accommodation is possible. Simply saying "no" without exploring alternatives, or letting a request sit unanswered for weeks or months, often violates this legal duty.

2. You're Suddenly Facing Criticism or Write-Ups That Never Happened Before

One of the clearest signs of disability discrimination at work is a paper trail that appears out of nowhere. If you had solid performance reviews for years and then start receiving criticism, write-ups, or a performance improvement plan shortly after disclosing a disability or requesting an accommodation, your employer may be manufacturing a justification for treating you differently or eventually terminating you. Pay close attention to the timing between your disclosure and any new negative feedback.

3. You're Excluded From Meetings, Projects, or Communication

Discrimination doesn't always look dramatic. Sometimes it looks like being quietly left off a client call you used to run, no longer invited to team meetings, or excluded from a project you were previously leading. If colleagues with similar roles and no known disability continue to be included while you're sidelined, this pattern of exclusion can be strong evidence that your disability not your performance is the real reason.

4. You're Passed Over for Promotions or Given Reduced Responsibilities

Watch for a pattern where less experienced or less qualified coworkers are promoted ahead of you, or where your responsibilities are quietly reduced after your employer learns about your condition. Employers sometimes assume, often wrongly, that an employee with a disability or ongoing medical needs can't handle additional responsibility. Making decisions based on that assumption rather than actual job performance is a textbook example of disability discrimination.

5. You're Terminated Shortly After Disclosing a Disability or Requesting Leave

Timing matters enormously in discrimination cases. If you're fired, laid off, or "restructured" out of your position within weeks or months of disclosing a disability, requesting an accommodation, or returning from medical leave disability-related time off, that proximity alone can be compelling evidence. Employers rarely state the true reason for termination outright; instead, they often cite vague performance concerns that surfaced only after your disability became known.

What to Do If You Recognize These Signs

If any of these signs sound familiar, start documenting everything now. Save copies of your accommodation requests, performance reviews from before and after your disclosure, emails discussing your condition, and notes on who was included or excluded from key meetings and projects. Write down dates while they're still fresh. This kind of documentation is often the difference between a strong discrimination claim and one that's difficult to prove.

The earlier you speak with a disability discrimination attorney, the more options you typically have both for stopping ongoing mistreatment and for holding your employer accountable for what's already happened.

Talk to a Disability & Medical Leave Discrimination Lawyer California

You have the right to do your job without fear of discrimination because of your health. If you've noticed any of these signs at your workplace, Ezoory Labor Law can help you understand your rights under FEHA and determine the best path forward.

Contact Ezoory Labor Law today for a free, confidential case evaluation with an experienced California disability discrimination lawyer.

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