ADA / Reasonable Accommodation

How we help

• Evaluate whether your employer's response to an accommodation request was lawful
• Document the interactive process and identify employer failures
• Prepare CHRO or EEOC charges for disability discrimination or failure to accommodate
• Negotiate reinstatement, modified duties, or appropriate resolution

Employees with disabilities have the right to request reasonable accommodations under both the federal Americans with Disabilities Act (ADA) and Connecticut's Fair Employment Practices Act (CFEPA). When an employer denies, ignores, or delays a reasonable request, it may be committing disability discrimination — even if it frames the decision as a business necessity.

The interactive process matters. Employers are required by law to engage in a good-faith dialogue when an employee requests accommodation. Simply saying "no" or failing to respond is not acceptable. We help Connecticut employees document that process, identify where it broke down, and build the clearest possible record for what comes next.

Connecticut's CFEPA applies to employers with three or more employees, making it broader in reach than the federal ADA, which applies to employers with fifteen or more. That distinction matters for employees at smaller companies who might otherwise assume they have no legal recourse.

Whether the issue is a physical condition, a mental health diagnosis, or a chronic illness, the analysis focuses on whether the accommodation requested was reasonable and whether the employer's refusal was justified. We provide a clear assessment and help clients pursue the most effective path forward — whether through negotiation, agency filings, or both.