New York City ADA Accommodation Lawyer

In New York City, employees living with a disability are legally entitled to workplace protections, including the right to request and receive reasonable accommodations. These rights are supported by both federal and state laws, most notably the Americans with Disabilities Act and New York human rights statutes. Despite these clear obligations, many employers still fail to comply, either by ignoring accommodation requests, claiming undue hardship without justification, or discriminating against employees based on a physical or mental impairment. These actions can lead to significant harm, from job loss to emotional distress.

Greenberg Gross LLP represents employees who have experienced disability discrimination or have had their reasonable accommodation requests denied or mishandled. Our focus is on ensuring that workers throughout New York City receive the protections the law provides and that employers are held accountable when they fall short.

Understanding Reasonable Accommodations and Your Rights Under the ADA

The Americans with Disabilities Act is a federal law that prohibits discrimination based on disability in employment and other areas. A disability is broadly defined to include physical or mental impairments that substantially limit one or more major life activities. Under the ADA and corresponding New York law, qualified individuals are entitled to reasonable accommodations that enable them to perform the essential functions of their job.

In many cases, this involves modifying work schedules, restructuring job duties, or providing necessary equipment. Employers are required to engage in an interactive process with the employee to determine the most effective and reasonable solution. New York state and city laws reinforce these requirements and, in some cases, offer even stronger protections than federal law.

A failure to provide reasonable accommodations or to meaningfully participate in the interactive process may constitute disability discrimination. These protections apply to all private employers, employment agencies, and labor organizations operating in New York.

Employer Obligations and the Interactive Process

When an employee submits an accommodation request, the employer must respond in good faith and explore available options. The law does not demand that the employer adopt the exact solution the employee proposes, but it does require a sincere and cooperative dialogue. In New York City, employers must also comply with local laws mandating this cooperative process and cannot reject accommodations without demonstrating that the request would cause an undue hardship on the operation of the business.

The determination of undue hardship depends on multiple factors, such as the size of the business, the nature of the accommodation, and the cost or disruption involved. However, many employers misuse this concept to justify denying accommodations that would not present significant difficulty or expense.

Greenberg Gross LLP helps employees challenge these denials by demonstrating that the requested accommodation is reasonable, does not interfere with essential job duties, and does not impose an undue hardship. In cases where the employer refuses to engage or retaliates against the employee, legal action may be necessary.

Recognizing Disability Discrimination in the Workplace

Disability discrimination takes many forms. It might involve being denied a job or promotion due to a medical condition, being forced to work without accommodation despite an approved diagnosis, or being terminated after disclosing a disability or submitting an accommodation request. It may also occur when employers assign tasks that disregard limitations or refuse to explore alternative job assignments even when feasible.

Employers are not allowed to use a person’s disability as a basis for employment decisions. This includes decisions related to hiring, job training, job assignments, or evaluations. Both the Equal Employment Opportunity Commission and the New York State Division of Human Rights oversee complaints related to disability discrimination. Greenberg Gross LLP supports clients through every phase of this process, from filing a discrimination complaint to pursuing legal remedies in court.

Employees are entitled to a work environment that respects their rights and supports their ability to contribute meaningfully to their workplace. The denial of an accommodation can not only limit professional opportunities but can also lead to significant emotional and financial harm.

Our Experience Representing Workers Across New York

At Greenberg Gross LLP, we serve clients throughout New York City and across the state, including disabled workers in Manhattan, Brooklyn, Queens, the Bronx, and Staten Island. Our clients include those living with chronic illnesses, mobility impairments, mental health conditions, and other disabilities that require workplace adjustments to support continued employment.

Whether the issue involves a denied accommodation, a termination following disclosure of a disability, or a work environment that creates barriers to inclusion, our team provides informed, strategic advocacy grounded in state and federal disability laws. We are experienced in handling complex disability discrimination cases and have successfully pursued legal remedies such as back pay, compensatory damages, and—in cases of willful violations—punitive damages.

Our role is not only to provide legal counsel but also to educate clients about their rights and to promote ADA compliance across New York employers. We are committed to helping each client pursue full inclusion and fair treatment in the workplace.

Moving Forward with Confidence and Legal Support

Employees with disabilities should never have to choose between their health and their job. If you have made an accommodation request that was ignored, denied, or met with retaliation, it may be time to speak with a reasonable accommodations lawyer. Greenberg Gross LLP offers a free consultation to help you understand whether your rights under the Americans with Disabilities Act or New York law have been violated.

Our attorneys are here to guide you through the process of asserting your rights and, when needed, holding employers accountable for failing to provide reasonable accommodations. From documenting your medical condition to engaging in the interactive process, we will walk beside you every step of the way.

We believe that every employee deserves a workplace that supports their ability to succeed. If you are a qualified individual who has faced disability discrimination or been denied a reasonable accommodation in New York City, Greenberg Gross LLP is ready to help.

Frequently Asked Questions

What qualifies as a reasonable accommodation?

A reasonable accommodation is any change in the work environment or the way tasks are performed that enables a qualified employee with a disability to perform the essential functions of their job. This can include adjusted work hours, modified equipment, changes to job duties, or temporary job reassignments.

What should I do if my employer ignores my accommodation request?

If your employer does not respond to your request or refuses to engage in a cooperative dialogue, you may have grounds to file a legal claim. You should document all communications and speak with a qualified reasonable accommodations lawyer as soon as possible.

What is considered an undue hardship?

An undue hardship is an accommodation that would require significant difficulty or expense relative to the employer’s size, resources, and operations. However, many accommodations can be provided without hardship, and employers must prove that the burden is genuine.

Are both physical and mental impairments covered?

Yes. The Americans with Disabilities Act and New York law protect individuals with physical or mental impairments that substantially limit major life activities. This includes mobility limitations, chronic illnesses, and mental health conditions such as anxiety or depression.

Can I be fired for requesting a reasonable accommodation?

No. Employers are prohibited from retaliating against employees who request accommodations. If you were fired, demoted, or treated unfairly after submitting an accommodation request, you may be entitled to legal remedies including reinstatement and compensation.