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If you’re dealing with a disability, you already have enough on your plate. The last thing you need is an employer who doesn’t take your rights seriously. Unfortunately, that still happens—even in New York City.
Whether it’s ignoring a request for an accommodation, making assumptions about your abilities, or retaliating when you speak up, disability discrimination is unfortunately more common than you might think. That’s why the Americans with Disabilities Act (ADA) exists—and why local laws in NYC go even further.
If you’re not sure where your rights begin (or what your employer is supposed to do), this blog is for you.
What Does the ADA Require?
The ADA is a federal law that protects qualified individuals with disabilities from discrimination in the workplace. That includes hiring, firing, promotions, pay, training, and just about every other aspect of employment.
The law applies to employers with 15 or more employees. It requires them to provide reasonable accommodations to workers with disabilities, so long as doing so doesn’t cause “undue hardship” to the business.
So, what does the ADA mean in real life? It means if you have a disability that affects your ability to do your job, your employer is legally required to collaborate with you to find a solution.
Reasonable Accommodations: The Basics
A reasonable accommodation is any change in the work environment, or the way things are usually done, that enables a person with a disability to perform their job. It doesn’t have to be expensive, complicated, or permanent. It just has to help.
Examples include:
- Modifying your schedule to allow for medical appointments or fatigue
- Granting remote or hybrid work options
- Providing assistive technology or equipment
- Changing a workspace layout to improve mobility
- Adjusting job duties or expectations, within reason
Importantly, your employer is not just required to provide accommodations, but also to engage in what’s called the interactive process—a good-faith conversation to explore what accommodations are possible.
NYC Has Even Stronger Protections
The ADA sets the floor. New York City raises the ceiling.
Under the NYC Human Rights Law, employers with just four or more employees must provide reasonable accommodations for physical, mental, and emotional conditions—even if those conditions wouldn’t qualify as a disability under federal law.
In NYC, the definition of disability is broader, and the employer’s duty to cooperate is stricter. Employers must participate in a cooperative dialogue and provide a written response. Ignoring you or stalling for time? That’s not just frustrating—it may be illegal.
What Noncompliance Looks Like
Sometimes, ADA violations are obvious, like being fired after disclosing a disability. Other times, they’re more subtle.
Watch for signs like:
- Flat-out denials of accommodations without explanation
- Managers brushing off your requests or making comments about your condition
- Being treated differently after asking for help
- Sudden negative performance reviews or disciplinary action
- Retaliation after you advocate for your rights
If something feels off, it’s worth taking a closer look. Discrimination doesn’t always announce itself.
Talk to an Experienced Disability Discrimination Attorney Today
If your employer refuses to honor your rights under the ADA, remember that you’re not alone. Turn to Lipsky Lowe. As a leading New York City employment law firm, we have a well-deserved reputation as dedicated advocates for individuals with disabilities. Trust us to guide you wth dignity, compassion, and determination. Contact us today for a consultation.