Why people use this
It costs nothing to find out where you stand, nothing goes to your employer, and what you send goes to a real employment lawyer licensed in California — not a database, not a lead list. You do not need to know whether what happened was against the law; that is what the lawyer works out once they have read your file.
What this is about
California expects an employer to have a genuine two-way conversation about adjustments. What was asked for and what happened next is usually the heart of it.
Things people describe
- You asked for a change and got no reply.
- A change was agreed and then withdrawn.
- You were pushed toward leave instead of an adjustment.
If any of this sounds like your situation, that does not tell you whether anything went wrong — it tells you it may be worth having someone look.
What helps
- The request itself, however informal.
- Any medical note you provided.
- Replies, or the absence of them.
We ask for documents because they show what happened better than memory does. If you do not have something, say so; a gap is a normal part of a case and not a reason to stop.
In California
FEHA requires reasonable accommodation and an interactive process. Whether one happened is a question about the exchanges.
Claims about work usually have time limits, and they can be shorter than people expect. We cannot tell you what your own time limit is — that depends on your situation. If this matters to you, it is worth finding out sooner rather than later.
What happens if you start
The request and the reply are the two things to find first.
About us
Worker Rights Line is not a law firm and cannot give you legal advice. We help you put your situation and your documents together, and pass them to an employment law firm in California who decides whether they can act for you.
Reviewed by Jelmer de Boer on 2026-08-19.
Based on: Government Code § 12940(m), (n). Check at review.