Proving disability discrimination in California often comes down to how your employer treated you before and after you disclosed a disability. If you were denied accommodations, disciplined unfairly, or treated differently than your coworkers, that may be evidence of disability discrimination. California law is clear in stating that disabled workers are entitled to equal treatment and support on the job.
You Must Show That You Have a Protected Disability Under California Law
If you are thinking about filing a disability discrimination claim, one of the first steps is showing that your condition qualifies under California law. Under California Gov. Code § 12926, a disability includes any physical or mental condition that limits a major life activity. That can mean walking, concentrating, sleeping, working, or anything else that plays a big part in daily life.
Medical records are one of the strongest tools you can have when proving disability discrimination. Doctor’s notes, diagnosis paperwork, test results, and treatment plans can all help show that you are dealing with a real condition that affects your ability to work. The more specific the records are, the better they are for explaining what kind of support or changes you may need on the job.
It also helps if your medical documentation clearly connects your condition to something work-related. For example, if you need to sit for longer periods or take more frequent breaks, your provider should put that in writing. If you asked for an accommodation and were ignored or penalized, your records can show that your request was medically supported and legally valid. That connection between your health and your job is key to building an ironclad case.
You Must Show That Your Employer Failed to Accommodate or Acted Unlawfully
Under California Gov. Code § 12940, employers in California have a legal duty to provide reasonable accommodations and to work with you in an interactive process. That means if you let them know about a disability and ask for a change that helps you keep working, they are required to consider it seriously.
If they ignore your request, deny it without explanation, or punish you for speaking up, that may be evidence of discrimination. In some cases, the response includes reduced hours, sudden discipline, or even wrongful termination. Any of those actions can support a claim that your rights were violated under California law.
How Employer Behavior Can Help Prove Disability Discrimination
When someone with a disability asks for support, the law says the employer has to engage in good faith. If that does not happen, the employer’s behavior becomes a big part of the case.
Common red flags include refusing to adjust duties, ignoring your doctor’s note, or suddenly cutting your hours after a request for help. These actions can show that the employer was not acting lawfully or respectfully toward your needs.
Patterns That Often Indicate Broader Employment Discrimination
Discrimination is not always about one big moment. Sometimes it shows up in smaller patterns that build over time. If you were written up suddenly, left out of meetings, reassigned to less desirable duties, or excluded from projects you used to handle, those changes may signal a deeper issue.
Timing is also important. If these shifts happened soon after you disclosed a medical condition, it is worth paying attention. In California, these patterns can be part of a larger employment discrimination claim, especially if there is no clear explanation for the change in treatment.
When employers act differently after learning about a disability, that reaction can raise legal questions. The law protects your right to work without being punished or sidelined because of your health, and that protection applies from the moment your employer knows about your condition.