NYC Disability Discrimination Lawyer
In New York City, employees with disabilities are protected under a robust framework of local, state, and federal laws. Despite these protections, disability discrimination continues to affect countless workers across industries. Greenberg Gross LLP stands with individuals whose rights have been violated by unlawful employment practices based on a physical or mental impairment. Our firm provides clear legal guidance, compassionate representation, and strategic action to help clients hold employers accountable and secure the accommodations and compensation they deserve.

Fighting Against Discrimination in Every Form
Disability discrimination can take many forms: a job applicant being rejected after disclosing a chronic condition, a long-time employee being denied reasonable accommodations, or someone with a perceived disability being harassed or excluded. Under the Americans with Disabilities Act and related disability discrimination laws in New York City and New York State, these practices are illegal. Our attorneys have seen the harm caused when employers ignore the law or fail to adapt their workplaces to meet basic legal requirements. The law is clear—employers with four or more employees cannot discriminate against workers with disabilities or create undue hardship as an excuse to deny accommodations.
We assist clients in navigating claims where discrimination results in demotion, loss of pay, termination, or exclusion from advancement opportunities. Every situation is unique, but the impact is often the same: emotional distress, financial instability, and a profound sense of injustice.
Disability and the Workplace: What the Law Protects
Disability includes a broad range of physical or mental impairments that substantially limit one or more major life activities. These activities might include walking, seeing, communicating, or focusing. Even if the disability is not immediately visible, it can still be protected under both federal and New York City laws. Individuals who are perceived to have a disability, or who have a history of impairment, also qualify for legal protection.
Employers are required to provide reasonable accommodations unless doing so would impose an undue hardship on their operations. These accommodations might involve modified work schedules, adjusted responsibilities, or medical leave. When companies refuse to cooperate or engage in the interactive process, they may be in violation of the law.
Common Disability Discrimination Issues We Handle
Our attorneys are deeply experienced in disability discrimination cases involving denial of accommodations, wrongful termination, hostile work environments, and retaliatory conduct. We have assisted job applicants who were unfairly excluded during the hiring process, as well as long-term employees suddenly let go after requesting accommodations for a newly diagnosed condition.
In many cases, discrimination escalates after an employee discloses a condition or formally requests support. Instead of engaging in dialogue, some employers begin to isolate the worker, fabricate performance concerns, or push for resignation. In other cases, subtle forms of workplace harassment emerge, making the environment intolerable. Our firm works to identify these patterns and confront them through legal action.
Filing a Disability Discrimination Claim
Filing a claim begins with understanding which laws apply to your specific situation. The Americans with Disabilities Act (ADA) and its amendments, the New York State Human Rights Law, and the New York City Human Rights Law each offer important protections. Depending on the circumstances, complaints may be filed with the Equal Employment Opportunity Commission or local human rights authorities. Our attorneys guide clients through the entire process, from gathering evidence to pursuing litigation if necessary.
The goal in every case is to recover compensation, restore dignity, and prevent future violations. Remedies may include back pay, compensatory and punitive damages, and changes in employer policy. We also seek to ensure clients are not subjected to further retaliation or unlawful treatment once the legal process begins.

Our Commitment to Justice for Workers in New York City
Greenberg Gross LLP is committed to holding employers accountable. Whether the discrimination occurred during the hiring phase, after a promotion was denied, or while requesting a medical accommodation, we are here to serve our clients’ interests with skill and urgency. We understand the personal toll that these experiences take. They don’t just interfere with your job—they impact your personal life, your mental health, and your ability to plan for the future.
If you are unsure whether your situation qualifies as discrimination, we invite you to speak with our attorneys. A free initial consultation can help you understand your rights and decide on next steps. Our legal team is here to evaluate your case, explain your options, and fight to protect your rights under city, state, and federal law.
Frequently Asked Questions
What qualifies as a disability under the law?
A disability includes any physical or mental impairment that substantially limits major life activities such as walking, learning, or concentrating. The law also protects people who are perceived to have a disability or who have a record of such conditions.
Am I entitled to accommodations at work?
Yes. If you are qualified for the job and have a covered disability, you are entitled to reasonable accommodations unless the employer can demonstrate that it would cause undue hardship.
Can I be fired for having a disability?
No. Terminating or disciplining someone because of a disability is a violation of multiple laws. If this happens, you may be eligible to recover compensation and other legal remedies.
What kind of compensation can I recover?
Depending on the facts of your case, you may be entitled to back pay, emotional distress damages, and possibly punitive damages. Legal costs may also be covered in certain claims.
Do I need to file with the EEOC?
In most cases involving federal law, filing with the EEOC is a required step before pursuing a lawsuit. However, under New York City or State law, other agencies may apply. Our attorneys can help determine the right filing path.