If you are an employee who took a short medical leave for anxiety or stress and returned ready to work—only to be fired on your first day back—you may be wondering if your employer just broke the law or committed disability discrimination. This is not just a hypothetical situation. In Bueno v. Arhaus, LLC, No. 24-13467, 2025 WL 2114207 (11th Cir. July 29, 2025), the United States Court of Appeals for the Eleventh Circuit held that a jury could find that an employer violated Americans with Disabilities Act (“ADA”) when it wrongfully fired an employee who returned from leave with a medical note clearing him for work. If you suspect you are facing employment discrimination, understanding your rights under employment law is critical.
Is Anxiety Considered a Disability Under Employment Law?
Yes. Anxiety and depression can qualify as disabilities under the ADA in three ways: they can be actual impairments that substantially limit major life activities, documented through a record of impairment, or they can be perceived by the employer as such. The Eleventh Circuit reaffirmed this principle in Bueno v. Arhaus, LLC, where the Court held that “the district court did not err in finding that a reasonable jury could find that Arhaus regarded Bueno as having a disability” *Bueno, 2025 WL 2114207 at 4.
If you suffer from anxiety or depression and need time off to recover, your employer may be legally required to accommodate that request. If they do not, or worse, if they terminate your employment instead, you may have a claim for disability discrimination or wrongful termination.
Once anxiety qualifies as a disability, the next question is whether taking time off can be a reasonable accommodation.
Best Disability Discrimination Lawyer Blogs on Point:
- ADA: Anxiety And Depression Protected, May Not Excuse Workplace Misconduct
- Top Disability Discrimination Lawyer Reply: Can I Be Fired For Having Depression Or Anxiety?
Is Medical Leave a Reasonable Accommodation for Anxiety?
Under the ADA, covered employers must provide reasonable accommodations to qualified individuals with disabilities. One such reasonable accommodation is medical leave for a defined period of time. As the Court noted in Bueno’s case, he provided a doctor’s note for leave from January 30 to February 20, and he testified that he was ready to return to work on February 21. The Court emphasized that a defined leave period—unlike an indefinite or open-ended leave request—can be a reasonable accommodation under the law.
A defined medical leave is often reasonable and lawful when supported by proper documentation. In contrast, the Eleventh Circuit has held that indefinite leave, or a vague promise to return to work sometime in the future, is not required. Bueno’s case fell squarely in the category of a defined leave, and the Court determined that his termination under those circumstances could potentially be unlawful. No one should lose their job for getting medical help. If your employer penalizes you for using protected leave, you should talk to an employment attorney right away.
Best Disability Workplace Accommodation Attorney Blogs on Point:
- My Job Denied My Disability Accommodation Request – What Now?
- ADA: Is Leave A Reasonable Disability Accommodation?
- Be Clear And Direct In Requesting ADA Work Accommodations
What Should I Do If My Employer Fires Me After I Give Them a Doctor’s Note for Anxiety?
In this case, Spencer Bueno worked full-time for Arhaus, a furniture retailer, as a design consultant. Bueno experienced anxiety and depression, and when symptoms flared up in January 2022, he left work early and sent a message to his manager about having a cluster headache with anxiety. The next day, he followed up, believing the issue might be related to COVID. His communication continued, albeit not in perfect compliance with the company’s policy, which required employees to notify their manager personally one hour before a shift.
Despite sending a doctor’s note excusing him from work from January 30 through February 20 for stress and anxiety, Bueno was fired on February 21—the same day he was scheduled to return. He testified that he had been “dressed and ready” to return to work, only to discover that he had been removed from the company WhatsApp group chat before his shift even started.
The Eleventh Circuit held that “the evidence, construed in the light most favorable to Bueno, supports a reasonable inference that at the time of his termination, he could have performed the essential functions of his job after receiving the reasonable accommodation of three weeks of medical leave” Bueno, 2025 WL 2114207 at 4.
This means that if you provided your employer with a valid doctor’s note for a defined period of leave and were ready to return, your termination could be viewed as disability discrimination. An experienced employment lawyer can help you determine whether your rights under the ADA have been violated. If this sounds familiar, an experienced employment lawyer can help you fight back.
Best Wrongful Termination Law Firm Blogs on Point:
- Can I Be Fired If I Don’t Call Off Because Of A Medical Emergency?
- Who Decides Scope Of ADA Accommodations? Doctors
Can My Employer Fire Me For Missing Work Even If I Provided a Doctor’s Note?
The ADA requires that covered employers avoid discrimination against qualified individuals with disabilities. A “qualified individual” is someone who can perform the essential functions of the job with or without reasonable accommodation. In Bueno’s case, he requested a defined medical leave until February 21—a short, definite time frame. He did not request indefinite leave or signal that he was unable to return.
Employers often argue that attendance is an essential function of a job, and they are not required to accommodate indefinite absences. But the Eleventh Circuit rejected that argument here because Bueno gave notice, submitted a timely doctor’s note, and testified that he was ready to return. The Court held that “unlike in [other cases], Bueno requested leave until a definite date… [and] he intended to go to work that day and was ‘dressed and ready.’” Id.
The takeaway for employees? Your employer cannot simply fire you because you took time off for a documented disability like anxiety, especially if your return date is clear and you are able to resume work. Being fired for medical leave that is protected by law may violate your ADA rights and could constitute workplace discrimination. If this sounds familiar, consult an attorney who focuses on employment law.
What If My Employer Says I Was Fired For No-Call-No-Shows While I Was on Medical Leave?
Arhaus claimed it fired Bueno for four no-call-no-shows, including January 30, January 31, February 1, and February 21. But internal emails revealed that management had already planned his termination before he even missed his February 21 shift. In fact, an email from the Director of Human Resources just four minutes before Bueno’s shift began confirmed alignment with termination based on earlier absences.
Here is the problem: Bueno had submitted a doctor’s note covering January 30 through February 20, meaning he had medical justification for three of the four absences. As for February 21, he was allegedly terminated before the shift even began.
This fact mattered to the Eleventh Circuit. The Court vacated summary judgment for Arhaus and remanded the case, finding that “a reasonable jury could find that [Bueno] was a qualified individual under the ADA” Id.
If you believe your employer is manufacturing reasons to justify a termination that was really based on your disability, that is not just wrong—it may be illegal. A knowledgeable employment lawyer can help uncover these kinds of facts and hold employers accountable. If you feel your employer made up reasons to fire you, speak to a qualified employment lawyer as soon as possible.
How Do I Prove That My Employer Discriminated Against Me For Having Anxiety?
Discrimination cases under the ADA often come down to what the employer knew, when they knew it, and whether their stated reasons for termination are believable. In this case, the company knew Bueno had anxiety and accepted a doctor’s note excusing his absence. Yet internal emails showed a coordinated plan to fire him on the day he was supposed to return, based on attendance issues that were arguably protected under the ADA. These rights are part of your broader ADA rights, which protect employees from workplace discrimination based on physical or mental health conditions.
The Eleventh Circuit highlighted that while indefinite leave is not a reasonable accommodation, leave until a specific date usually is. Bueno’s case was different from others where employees asked to return at some vague point in the future. The Court held that “the ADA covers people who can perform the essential functions of their jobs presently or in the immediate future” Id.
If you can do your job and just need some temporary time off for a disability like anxiety or depression, your employer may be required to accommodate you. If they fail to do so and fire you instead, you may have a case for wrongful termination or disability discrimination. If you believe your employer is hiding behind false excuses to mask discrimination, now is the time to act. Whether you are dealing with ADA accommodation for mental health or facing sudden termination, do not wait. Protect your rights by contacting an attorney.
How Do I Find the Best Employment Lawyer Near Me If I Was Wrongfully Fired?
If you are searching, “Who is the best employment lawyer near me for disability discrimination?” you are likely facing a stressful and unfair situation at work. You need more than just legal knowledge—you need a lawyer who will fight hard to protect your rights and future. At Spitz, The Employee’s Law Firm, we are one of the largest firms in the country dedicated solely to employee rights. That focus means more resources, more experience, and more firepower to go up against employers who violate the law.
We offer a free initial consultation and a no-fee guarantee—you do not pay unless we win. Our attorneys have vast experience trying employment law cases in court and delivering results. Most importantly, we treat every employee like a person, not a case number. We listen, we care, and we act.
If you think you were wrongfully fired after taking medical leave or are facing workplace discrimination because of a disability, you are not alone. Document everything—emails, texts, your doctor’s notes—and speak with a qualified employment lawyer right away. Time matters. The sooner you act, the better your chances of protecting your job, your reputation, and your peace of mind. Call Spitz, The Employee’s Law Firm today. It may be the best decision you make.
Employment Lawyer Disclaimer
This disability discrimination blog provides general information about employment law and employee rights and is not intended to be legal advice. Every employment law situation is unique, and employees facing workplace discrimination, wrongful termination, or harassment at work should consult with a qualified employment lawyer for specific legal advice. Reading this blog does not create an attorney-client relationship. No guarantees or promises of any kind are being made, and past results do not guarantee future outcomes. This blog is a legal advertisement. If you believe you have been wrongfully fired or are facing discrimination by your employer, including disability discrimination or retaliation, we encourage you to seek legal counsel immediately.