Disability Accommodations at Work: Your Rights Under Washington Law 

Navigating the workplace can be challenging for employees with disabilities — especially when employers fail to provide the support required by law. Fortunately, both federal and Washington state laws protect workers’ rights to fair treatment and reasonable disability accommodations. But what exactly does that mean? And what can you do if your employer doesn’t comply? 

In this article, we’ll break down your rights as a Washington worker, what qualifies as a reasonable accommodation, and what to do if you believe you’re facing ADA violations or other unlawful treatment on the job. 

What Are Disability Accommodations? 

A disability accommodation is any change in the work environment or in the way things are typically done that enables an individual with a disability to perform their job duties or enjoy equal employment opportunities. These accommodations can be physical, procedural, or related to job duties, and they are designed to remove workplace barriers. 

Common examples include: 

• Modifying work schedules 
• Providing assistive technology or adaptive equipment 
• Making facilities accessible 
• Adjusting job responsibilities 
• Allowing telework or remote work arrangements 
• Providing interpreters or readers 

The goal of these accommodations is not to give disabled employees an unfair advantage but to level the playing field and ensure equal opportunity to succeed. 

Who Is Protected? 

Two key laws protect workers with disabilities in Washington: 

1. Americans with Disabilities Act (ADA): A federal law prohibiting discrimination against individuals with disabilities in employment, public services, and more. Employers with 15 or more employees are subject to the ADA. 

2. Washington Law Against Discrimination (WLAD): A state law that offers even broader protections. In Washington, all employers — regardless of size — are required to provide disability accommodations and cannot discriminate based on a disability. 

Both laws protect workers who: 

• Have a physical or mental impairment that substantially limits one or more major life activities 
• Have a record of such an impairment 
• Are regarded by their employer as having such an impairment 

How to Request an Accommodation 

To receive an accommodation, you must let your employer know that you have a disability and need support to perform your job. While it’s helpful to make this request in writing, you’re not required to use specific language or submit medical documentation unless requested. 

Here’s a basic process for requesting an accommodation: 

1. Notify your employer of your disability and need for adjustments 

2. Engage in an “interactive process” — a collaborative conversation between you and your employer to explore reasonable accommodations 

3. Provide medical documentation if required (employers must keep this confidential) 

4. Review the employer’s response — they may grant, deny, or propose alternative accommodations 

The law does not require employers to implement every requested accommodation — only those that are reasonable and do not impose an “undue hardship” on the business. But they are required to engage in good faith to find a workable solution. 

What Counts as an ADA Violation? 

Unfortunately, not all employers follow the law. ADA violations and WLAD infractions may include: 

• Denying a request for accommodation without justification 
• Ignoring or refusing to engage in the interactive process 
• Retaliating against an employee for making a request 
• Disclosing confidential medical information 
• Terminating or demoting an employee because of a disability 

Even subtle forms of discrimination — like excluding a disabled worker from meetings, trainings, or advancement opportunities — can qualify as unlawful behavior. 

If you experience any of these issues, it may be time to speak with a Washington employment attorney. 

Can You Be Fired for Requesting an Accommodation? 

No. Under both the ADA and WLAD, it is illegal for an employer to fire, demote, or otherwise punish you for requesting a disability accommodation. This is considered retaliation, and it’s a violation of your civil rights. 

If your employer tries to justify termination by saying you can no longer perform your job, but they haven’t tried to accommodate your disability, you may have grounds for a legal claim. 

Common Examples of Reasonable Accommodations 

To better understand what may qualify as a reasonable accommodation, consider the following real-world examples: 

• A retail worker with a back injury is provided a stool to sit on during shifts 
• An office worker with carpal tunnel syndrome receives ergonomic equipment and voice recognition software 
• A delivery driver with diabetes is allowed regular snack breaks to maintain blood sugar levels 
• A customer service employee with anxiety is permitted to work remotely or in a quieter part of the office 
• An employee with a hearing impairment is provided a sign language interpreter during company meetings 

Remember: Reasonable accommodations are not one-size-fits-all. They depend on your specific medical condition, job duties, and the nature of your workplace. 

What to Do If Your Employer Refuses to Accommodate You 

If you believe your employer has unfairly denied your request, retaliated against you, or otherwise violated your rights, take these steps: 

1. Document everything — including emails, conversations, and medical records 

2. Submit a formal complaint to HR or your company’s disability coordinator 

3. Contact an employment attorney who understands Washington state law 

4. File a claim with the Equal Employment Opportunity Commission (EEOC) or the Washington State Human Rights Commission (WSHRC) — but be mindful of filing deadlines 

Time is critical. In most cases, you must file a legal complaint within 180 to 300 days of the discriminatory action, depending on the agency and jurisdiction. 

How Emery | Reddy Can Help 

At Emery | Reddy, PC, our employment law attorneys are experienced in handling disability discrimination and workplace accommodation cases throughout Washington. If your employer has denied your rights or failed to accommodate your condition, we can help you: 

• Understand your legal rights 
• Navigate the accommodation request process 
• File complaints or claims for ADA violations 
• Recover compensation for lost wages, emotional distress, and other damages 

We represent workers — not employers — and we’re here to make sure your voice is heard. 

Final Thoughts 

Whether you’re facing new health challenges or managing a long-term disability, you have the right to be treated fairly at work. Employers in Washington are legally required to provide disability accommodations that enable you to perform your job and thrive in your role. 

If you’re unsure how to make a request, or if your employer has denied your rights, don’t face it alone. Call Emery | Reddy today for a free case review — and take the first step toward protecting your job and your future.