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My Job Denied My Disability Accommodation Request – What Now?

by | Jan 23, 2025 | Disability Discrimination, Employment Discrimination, Employment Law, Federal Law Update, Wrongful Termination |

If you are an employee with a disability, you might wonder if your employer can deny your accommodation request based on company policy or whether your condition qualifies as a disability under Americans with Disabilities Act (“ADA”). A recent case decided by the United States Court of Appeals for the Sixth Circuit sheds light on these disability discrimination issues.

In David O. Simon, Chapter 7 Trustee for the Bankruptcy Estate of Yazmin Torres-Duqum v. University Hospitals Cleveland Medical Center 2025 WL 66756, the Sixth Circuit reversed a lower court’s dismissal of a disability discrimination claim. This case centers on Yazmin Torres, a physical therapist who suffered from severe PTSD, anxiety, and depression. Torres’s challenges began after she tragically suffered a miscarriage while at work. Understandably, being at work everyday and confronted with her miscarriage triggered her conditions.

This traumatic event worsened her mental health struggles, which were rooted in the earlier premature birth and loss of another child in 2006. To make matters worse, her coworkers at University Hospitals spread harmful rumors about her absence from work, speculating that she had taken time off for frivolous reasons. Torres’s requests for reasonable accommodations—including a transfer to another work location—were denied, with her employer citing a blanket policy against transfers as accommodations. As a result, Torres was fired and sued for disability discrimination, failure to accommodate, and wrongful termination.

If you are facing a similar situation, keep reading to learn about your rights and how employers are required to handle accommodations under the ADA.

Can An Employer Exclusively Point To An Employee’s Ability To Work To Disprove That A Disability Exists?

No. The ADA recognizes that many individuals with disabilities are fully capable of working, especially when reasonable accommodations are provided. However, a misunderstanding of this principle can lead to legal errors, as demonstrated in the Torres case.

The district court dismissed Torres’s claim, focusing narrowly on her ability to work. The court reasoned that Torres’s disability did not prevent her from performing a class or broad range of jobs. However, the Sixth Circuit reversed this decision, holding that the lower court’s analysis was too limited: “The district court erred by limiting its analysis to only the major life activity of working and failing to consider Torres’s limitations on her other stated major life activities” 2025 WL 66756 at *4. The appellate court emphasized that the ADA protects individuals whose disabilities substantially limit any major life activity, including sleeping, concentrating, and interacting with others—not just working.

This holding is a powerful reminder that disabilities can impact multiple aspects of life, and employers—and courts—must consider the full scope of these impacts when evaluating ADA claims.

Best Disability Discrimination Lawyer Blogs on Point:

Can You Get An ADA Accommodation If Your Disability Is Episodic Or Triggered by Specific Situations?

Yes, the ADA explicitly protects employees with episodic disabilities or conditions that are triggered by specific environments. So long as the disability substantially limits a major life activity when active, it qualifies for protection. This means that a worker can be completely fine 99 percent of the time and still be considered to have a covered disability.

In Torres, the Sixth Circuit emphasized this point. Torres’s PTSD and anxiety were episodic but debilitating when triggered by her workplace environment. After her miscarriage, gossip and rumors spread by her coworkers caused her panic attacks to worsen. These attacks impacted her ability to concentrate, think, and interact with others, all of which are major life activities under the ADA. The Sixth Circuit held: “Episodic impairments qualify as disabilities if they would substantially limit a major life activity when active” 2025 WL 66756 at *3. This ruling reinforces that the episodic nature of a disability does not disqualify it from ADA protection.

If your condition is triggered by specific situations, such as a toxic work environment, you have the right to request reasonable accommodations. Employers must consider your circumstances and cannot dismiss your condition simply because it is not always active.

Best Disability Accommodation at Work Attorney Blogs on Point:

Can Employers Refuse Accommodations Based on Blanket Policies?

Absolutely not. No way. Employers cannot use blanket policies as a shield to deny reasonable accommodations. The ADA requires that all accommodation requests be evaluated on a case-by-case basis.

In Torres’s case, University Hospitals denied her request to transfer to another location, citing a general policy against using transfers as accommodations. The Sixth Circuit rejected this reasoning, holding that such policies cannot override an employer’s duty under the ADA. Certainly, if the employer could just implement any policies that it wanted, it could make the ADA meaningless. The Sixth Circuit Court of Appeals recognized this and held: “Blanket policies like this do not relieve employers of their duty to engage in the interactive process and provide reasonable accommodations where feasible” 2025 WL 66756 at *2. This means that employers must engage in meaningful discussions with employees to determine if a requested accommodation is reasonable and necessary. Simply stated, employers cannot reject a reasonable accommodation simply by saying, “we don’t do that.”

If your employer relies on a blanket policy to deny your request for an accommodation, they are likely be violating the ADA. Document the denial and consult with a qualified employment lawyer to understand your options.

Best ADA Employment Law Firm Blogs on Point:

What Should I Do if My Employer Denies My Accommodation Request?

If your employer denies your accommodation request, take immediate steps to protect your rights:

Document all communications, including emails and meeting notes.

Obtain detailed medical records supporting your request. Contact an experienced employment law attorney to evaluate your claim and guide you through the legal process.

If you searching for the best attorney to handle your ADA claim? Look no further than Spitz, The Employee’s Law Firm. As one of the nation’s largest firms dedicated to employee rights, we have the resources, experience, and passion to help you fight for justice. Our free initial consultation allows you to explore your case without cost, and our no fee guarantee ensures you pay nothing unless we win. Our proven history of great results and compassionate approach to every case make us the best choice for employees facing workplace discrimination or wrongful termination. Contact us today to protect your rights and start the path to justice.

Employment Lawyer Disclaimer

This employment law blog is intended for general informational purposes only and should not be construed as legal advice or a substitute for consulting with a qualified employment lawyer regarding your potential disability discrimination claim. Every employee right’s case is unique, and specific outcomes depend on the facts and circumstances of your workplace situation. If you are experiencing work issues related to discrimination, wrongful termination, or other employment law violations, you should seek the advice of an experienced attorney to fully understand your legal rights and options.

While this ADA blog discusses legal principles and recent case law, it does not guarantee any specific results in your employment case nor does it create an attorney-client relationship. The content is provided as a legal advertisement and is not a promise or assurance of future outcomes. Always consult with a knowledgeable employment law attorney for personalized guidance tailored to your individual needs.