DISABILITY DISCRIMINATION ATTORNEY AUSTIN TX
The Americans with Disabilities Act (ADA) prohibits disability discrimination by employers with 15 or more employees. Texas Labor Code Chapter 21 provides parallel state law protection. Whether your employer failed to provide reasonable accommodation, fired you because of your disability, or harassed you based on a medical condition, our Austin disability discrimination attorneys fight to enforce your rights.
What We Can Do For You
Back payWages lost due to the discriminatory adverse action
Compensatory damagesEmotional distress and other non-economic harms from the disability discrimination
Punitive damagesAvailable for intentional discrimination — up to $300,000 for large employers
Reasonable accommodationCourt orders requiring your employer to provide appropriate accommodations going forward
Attorney feesADA plaintiffs who prevail recover attorney fees from the employer
ReinstatementCourt-ordered return to your position with the required accommodations
Key Information
1
Failure to Accommodate
Refusing to provide reasonable accommodations (modified schedule, remote work, assistive devices) without undue hardship — the most common ADA violation.
2
Discriminatory Termination
Firing an employee because of their disability or medical condition — often masked as performance or business reasons.
3
Direct Disability Harassment
Comments, jokes, and mistreatment related to an employee's disability constituting a hostile work environment.
4
Perceived Disability Discrimination
The ADA protects employees who are regarded as disabled even if they don't have an actual impairment — common in mental health and recovering addiction cases.
5
Medical Leave Interference
Penalizing employees for taking disability-related medical leave or forcing return before medical clearance.
What You Should Know
Request accommodations in writing and keep a copy — creates the paper trail for your ADA claim
An employer's obligation is "reasonable accommodation" not "perfect accommodation" — know the difference
The EEOC filing deadline is 180 days from the discriminatory act — do not wait
Employers cannot retaliate for requesting accommodations or filing an ADA complaint
The ADA covers both physical and mental disabilities — anxiety, depression, PTSD, and other mental health conditions can qualify
A doctor's letter supporting your accommodation request strengthens your claim significantly
Frequently Asked Questions
What disabilities are covered under the ADA?▾
The ADA covers physical and mental impairments that substantially limit one or more major life activities. This includes mobility impairments, chronic conditions, mental health conditions, cancer, HIV, and more. The definition is broadly interpreted.
What is a reasonable accommodation under the ADA?▾
Reasonable accommodations include modified work schedules, remote work arrangements, physical modifications, assistive technology, reassignment to a vacant position, and other adjustments that allow a qualified employee to perform essential job functions.
Can my employer deny my accommodation request?▾
Yes — but only if providing the accommodation would cause "undue hardship" (significant difficulty or expense relative to the employer's resources). This is a high bar. Many accommodation requests are improperly denied and are actionable.
Does the ADA cover mental health conditions?▾
Yes. Mental health conditions including depression, anxiety, PTSD, bipolar disorder, and OCD can qualify as ADA disabilities if they substantially limit a major life activity.
What if my employer doesn't know I have a disability?▾
You generally must notify your employer of your disability and request accommodation before the ADA obligation is triggered. Notification doesn't have to use "ADA" language — any communication about a medical condition and need for adjustment can be sufficient.
How long do I have to file an ADA discrimination claim?▾
180 days from the discriminatory act to file an EEOC charge (or 300 days when also filing with the Texas Workforce Commission). This deadline is strictly enforced.