What Your HR Won’t Share: Getting Reasonable Work Accommodations

Everyone deserves the chance to do their best to the workplace, without barriers standing in the way of fairness or dignity. If you need adjustments to do your job, those rights are protected by the Americans with Disabilities Act (ADA). But too often, HR departments don’t give you the whole story, letting confusion and outdated assumptions get in the way of your success. You deserve straight answers, honest support, and the confidence to stand up for what’s fair. Knowledge is power, and knowing your rights means you can shape your work environment to fit your needs.

At Lebau & Neuworth, we believe in justice for hardworking people. Our mission is to be your advocate, standing firmly behind employees and individuals who are simply seeking a fair opportunity to do their jobs. We’re honored to be partners in your pursuit of equality, ready to empower you with clear guidance and strong advocacy. If you’re ready to claim the respect and support you deserve in your workplace, reach out to Lebau & Neuworth. Let’s work together to make dignity and fairness a reality for everyone.

What Are Reasonable Work Accommodations Under the Law?

Reasonable work accommodations are changes or adjustments in the workplace that enable employees with disabilities to perform their jobs to the best of their abilities. These accommodations are not special treatment, but they are a legal right designed to level the playing field and allow everyone to contribute and succeed. The purpose is simple: to remove unnecessary barriers, so talent and effort, not circumstance, determine your success.

Examples of reasonable accommodations include:

Asking for workplace accommodations can sometimes feel intimidating or uncomfortable, especially if you’re worried about being treated differently. It’s not always clear how to start the conversation or what you’re entitled to. Having a compassionate legal team in your corner can make a big difference, helping you navigate the process, advocate for your needs, and ensure your rights are respected every step of the way.

Why HR Might Not Fully Explain Your Rights

HR departments are supposed to support employees, but sometimes they fall short when it comes to explaining all your rights surrounding accommodations. Companies may have competing priorities, or HR staff might rely on myths and outdated policies rather than empowering you with real options. 

Some reasons you might not get the full story include:

When these practices persist, they often serve to benefit larger organizations at the expense of employees’ rights and personal well-being. Partnering with legal counsel is your way to ensure your voice is heard and your rights are upheld in the workplace.

Reasonable Accommodations for Mental Health or ADHD

You have the right to seek reasonable accommodations for mental health conditions, including ADHD, under the ADA. These adjustments are designed to give you an equal opportunity to thrive, whether you’re dealing with anxiety, depression, ADHD, or similar conditions. Accommodations address the unique barriers you may face, helping you focus, stay organized, and manage stress so you can do your best work.

Examples of accommodations for mental health or ADHD include:

Remote Work and ADA: What You Should Know

If you work remotely, your rights don’t disappear. Accommodations are just as important in a home office as they are in a traditional one. You can request changes tailored to your needs, such as flexibility in hours, specialized software, or modifications in how meetings and communications occur. Regardless of your workplace, you are entitled to the necessary adjustments to help you reach your full potential and contribute effectively to your team.

How to Request Reasonable Accommodations the Right Way

Getting started with a request for reasonable accommodations can set the tone for a productive and respectful process. Start by considering your specific needs and how certain adjustments could support your job performance. Next, submit your request in writing, either via email or a formal letter, to your supervisor or the HR department. Clearly explain your condition (you do not need to share your full medical history), the limitations you’re experiencing, and suggest specific accommodations that would help. 

Stay open to dialogue: employers may offer alternative solutions, and a collaborative approach often leads to the best outcome. Always keep a copy of all communications, and know that you have the right to ask for support in the process. If you feel your request isn’t taken seriously or are facing roadblocks, a legal advocate can make sure your rights are protected.

What If Your Employer Denies Your Request?

Sometimes, despite following all the right steps, employees are met with resistance from HR or management when requesting reasonable accommodations. Pushback can take many forms, from outright denial to vague explanations or unnecessary delays. If your employer refuses your request or doesn’t engage in a meaningful conversation about your needs, this is the moment when you may need to involve an attorney who understands your rights and can advocate on your behalf.

What to Include in Your Accommodation Request

If your accommodation request is denied, here’s what you should do:

Retaliation, such as being demoted, reassigned, or treated unfairly after asking for accommodations, is unlawful, but unfortunately, it happens. Always keep detailed records of communications and any changes to your employment situation. Documentation is your best defense if your rights are violated, and seeking legal support can help protect you and uphold workplace fairness.

How Lebau & Neuworth Helps Workers Get the Support They Deserve

Supporting employees with reasonable accommodations enables people to thrive in their roles, contribute fully, and showcase their talents without unnecessary barriers. When organizations prioritize accessibility and fairness, everyone benefits: morale rises, performance improves, and workplaces become more inclusive for all. Ensuring your colleagues have the support they need sends a powerful message about respect and shared success.

Lebau & Neuworth stands beside employees and individuals seeking justice in their workplaces. With a reputation for compassionate advocacy and deep legal skill, our Baltimore-based attorneys relentlessly pursue fairness for workers facing discrimination, harassment, wrongful termination, and wage disputes. Whether you’re fighting for accommodations or defending against workplace injustices, Lebau & Neuworth provides the experience and unwavering dedication you need to stand up for your rights and secure the support you deserve. Contact us today so we can fight for your right to work.

Disability Discrimination and the ADA: What “Otherwise Qualified” Really Means

If you’re dealing with a disability at work, one of the most common questions is whether your employer has to keep you in your position or make changes to help you stay employed.

Under the Americans with Disabilities Act (“ADA”), the answer often comes down to whether you are considered “otherwise qualified.” This is a key issue in many disability discrimination claims and one that employers rely on when defending their decisions.

What Does “Otherwise Qualified” Mean Under the ADA?

To be protected under the ADA in a workplace setting, you must be able to perform the essential duties of your job, with or without a reasonable accommodation.

This definition has two parts. First, you need to meet the basic requirements for the job, such as education, experience, or certifications. Second, you must be able to carry out the core responsibilities of the position. Employers often focus on this second part when making decisions about hiring, termination, or accommodations.

What Are “Essential Job Functions”?

Not every task listed in a job description is considered essential. Some duties are central to the role, while others are secondary or rarely performed.

Essential job functions are the primary duties that define the position. If you can perform these duties, you may still be protected under the ADA even if you cannot perform every single task listed. For example, if a job mainly involves administrative work but includes occasional physical tasks, the employer cannot automatically treat those physical tasks as essential without a closer look.

How Employers Use Job Descriptions in ADA Cases

Employers often rely on written job descriptions when deciding whether someone is “otherwise qualified.” These descriptions can carry weight, but they are not the final word.

What matters is how the job is actually performed in practice. If a duty is rarely required or could be reassigned without disrupting operations, it may not qualify as essential.

This is where many disputes arise. Employees may feel they can still do their job, while employers point to written requirements to justify their decisions.

Reasonable Accommodations and Your Ability to Work

A key part of the ADA is the concept of reasonable accommodation. This means adjustments that allow you to perform your job despite a disability.

Examples of accommodations can include modified duties, adjusted schedules, assistive equipment, or temporary changes during recovery.

If an accommodation would allow you to handle the essential functions of your role, your employer may be required to consider it. Ignoring or dismissing reasonable options can raise serious legal issues.

Common Situations Where “Otherwise Qualified” Becomes an Issue

Many people start looking into disability discrimination after something changes at work. These are some of the situations that often lead to questions about ADA protections:

These situations often involve disagreements about what duties are truly essential and whether accommodations were considered fairly.

What You Can Do If Your Employer Questions Your Ability to Work

If your employer claims you are not able to perform your job, it’s important to be prepared with clear information about your abilities and limitations.

Helpful steps can include:

These details can make a difference when evaluating whether an employer acted appropriately under the ADA.

How Disability Discrimination Cases Are Evaluated

These cases often come down to facts and documentation. Courts and agencies will look at how the job functions in reality, not just what is written on paper.

They also consider whether the employer made a genuine effort to explore reasonable accommodations and whether the employee could perform the core duties with those adjustments.

Even small details, like how often a task is performed or whether others share the responsibility—can affect the outcome.

When to Talk to a Maryland Disability Discrimination Lawyer

If you’ve been denied accommodations, pushed out of your role, or terminated after disclosing a medical condition, it may be time to take a closer look at your situation.

The team at Lebau & Neuworth represents employees across Baltimore, Maryland, and the DC Metro area in ADA and workplace discrimination matters. We work closely with clients to understand what happened, review employer actions, and build strong, fact-based claims.

If you believe your employer used job requirements or “essential functions” to justify unfair treatment, contact Lebau & Neuworth to discuss your situation and explore your options.

Final Thoughts on ADA Protections in the Workplace

The idea of being “otherwise qualified” can feel unclear, especially when employers control job descriptions and expectations.

But the law looks beyond labels and focuses on what the job actually requires and whether reasonable adjustments could make continued work possible.

If your ability to work has been questioned after a disability or medical condition, it’s worth taking a closer look at whether your rights under the ADA are being respected.

Lebau & Neuworth Wins Disability Benefits For Persons With Migraines

The law firm of Lebau & Neuworth recently obtained long-term disability benefits on behalf of two clients who suffered from migraines. Both clients, one who worked for Maryland hospital for many years and the other at a D.C. tech company for just a few years, initially had their claims denied before seeking our representation.

Representing these clients and many others in employment and disability-benefit law matters, Lebau & Neuworth knows how difficult it is for a migraine sufferer and his/her family to cope with this disorder. 

The two primary sources of disability benefits that may be available to them are from Social Security and from disability benefit insurance policies (through an employer or a privately owned policy).

Social Security Disability Benefits 

(From the National Headache Foundation)

If you experience chronic migraine that makes it difficult or impossible for you to work, you can file a claim for Social Security disability (SSD) benefits. You will need to provide medical documentation of your illness in order for your claim to be approved. This medical documentation will help support that you are unable to work for at least 12 months, which is a requirement for applying for disability.

A migraine attack can incapacitate someone for days. The light and sound sensitivity, as well as the physical toll that migraine disease takes on the body, can mean that the person needs days of recovery time. But in order to be approved for disability benefits due to migraine disease, there needs to be an underlying medical condition or a person needs to ask for a Medical Vocational Allowance.

All of the conditions that qualify for Social Security disability benefits are listed in the Social Security Administration’s Blue Book, and there is no official listing for migraine disease. However, migraine can be symptoms of other health problems that are listed in the Blue Book. If you experience migraine due to any of these conditions you can be approved for disability benefits based on Blue Book listing for these conditions:

You will need to provide medical documentation such as a diagnosis, treatment plans, test results, medical bills and other documents to prove that you cannot work because of your medical condition. 

Disability Insurance Benefits

Short-term disability is offered by many employers, and the coverage length and amount of benefits are set by the terms of the plan.

Long-term disability benefit insurance is also offered by many employers and covers a percentage of your salary. Again, the plan terms set forth the applicable amount of the benefits, length of the benefits and limitations, if any.

Several insures also offer private disability insurance that you can use to supplement an employer-provided disability policy or to be your sole source of disability benefits.

There are no precise guidelines you must meet to qualify for disability due to migraines. Generally, you will need to prove to the insurance company that your disability and related symptoms prevent you from perform your job. You will have to show that migranes cause significant restrictions such as the inability to concentrate, communicate and interact with others, and additional limitation could be sensitivity to noise and light. Further, side effects from medication can also be considered as causing significant work restrictions.

Our Advice: Get A Good Lawyer

Lebau & Neuworth has seen too many people not get the employment benefits they deserve due to not getting a good lawyer soon enough. There are many pitfalls in trying to deal with an insurance company and the SSD bureaucracy if you do not use a lawyer – and a lawyer who is an expert in disability benefits.

If we take your case, we will work closely with you to develop and prove the best possible case. We will work with you to develop the record and history of your condition, complete all necessary forms, and coordinate communications with your treaters.

Even if you have been denied benefits in the past, we still may be able to help since you may have the right to file an appeal. Getting expert help is often the difference between being denied and being approved for benefits, so contact Lebau & Neuworth at (410) 296-3030 or lebauneuworth.com/contact-us.

Lebau & Neuworth Presentation Covers Nuts & Bolts of Social Security

Richard Neuworth lectured on the subject of Social Security disability benefits for the Stetson University Law School LLM program in August 2022.

The talk, titled “Social Security Disability Nuts & Bolts,” addressed all seven Social Security disability programs:

Importantly, a highlight of Richard’s presentation was the impact of Social Security disability on other areas of law.

Additionally, Richard presented materials concerning the various steps in the Social Security disability process. He further explained why it is important to have legal representation from the initial Social Security application throughout the entire process if a claimant was denied.

View the full presentation here.

For legal guidance and assistance with Social Security, contact Lebau & Neuworth at (410) 296-3030 or lebauneuworth.com/contact-us.

Pregnancy Complications as a Disability & Telecommuting as a Reasonable Accommodation

The law now dictates that pregnancy, by itself, does not constitute a disability protected by the Americans with Disabilities Act (ADA). However, as shown in the recent case of Kande v. Dimensions Health  Corp., an employee’s pregnancy-related complications can rise to the level of a protected disability under the ADA. The Maryland federal court point-blank stated: “[A]lthough pregnancy itself is not an impairment within the meaning of the ADA, and thus is never on its own a disability, some pregnant workers may have impairments related to their pregnancies that qualify as disabilities under the ADA.” The Court, however, limited its ruling, adding that “only abnormal complications may qualify as impairments under the ADA.”

In this case, the employee experienced a number of conditions that increased the risk of suffering an abruption (in which the placenta detaches from the cervix, potentially leading to termination of the pregnancy). She also provided her doctor’s testimony that reduced activity and resting at home was necessary for the pregnancy, which the Court viewed as strong evidence of protected impairment.

The Maryland federal court was seemingly repulsed by the employer’s argument that the fact that the employee had a successful pregnancy was evidence that she had no disability. The Court stated: “Taking into account whether a plaintiff actually worked without incident after the denial of an accommodation would allow defendants to deny coverage to employees and avoid liability so long as the employees continued to work and did not actually suffer the health consequences for which they are at risk. This cannot be the law.”

After determining that the employee’s pregnancy complications amounted to a protected ADA disability, the Court then had to decide whether the employer failed to reasonably accommodate by refusing to let her work from home – i.e., telecommute. The Court held that the employer had failed to accommodate based on three facts:

If you would like want more information regarding pregnancy, disability discrimination or the duty of an employer to accommodate (including by allowing a worker to telecommute), the attorneys at Lebau & Neuworth are well-experienced with these types of cases. Please contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Lebau & Neuworth Partner Speaks to National Body on Supreme Court Social Security Decisions

As a featured speaker at the American Association for Justice 2019 Annual Convention, Lebau & Neuworth partner attorney Richard Neuworth addressed thousands of attendees on decisions made by the Supreme Court in 2018 and 2019 that affect Social Security disability cases. The Association, which promotes a fair and effective justice system and supports attorneys in their efforts to obtain justice for any person who is injured by the misconduct or negligence of others, held its yearly summit July 27 through 30 at the San Diego Convention Center.

Richard spoke on the Supreme Court's decision on fees in the case Culbertson v. Berryhill. Among his conclusions, he pointed out the Court ruled that fee agreement(s) permits separate fees for representation before the Social Security Administration, including ALJ hearings and Appeals Council, regardless of the fee amount received at the administrative level.

Next, Richard the Court's decision on federal court appeals following adverse decisions in the case Smith v. Berryhill. He specifically noted that the Court permitted federal court review provided that there was an adverse or partially adverse decision by an Administrative Law Judge, which was final.

Citing the case Biestak v. Berryhill, Richard addressed Vocational Expert Testimony. He spoke on the decision by the Court to grant certiorari to consider the issue of whether or not a vocational expert had to provide supporting data concerning job numbers at a Social Security disability hearing if requested at the hearing -- expanding on the Court's suggestion on what can and should be asked during cross-examination of a vocational expert, among other related topics.

Next, Richard took on Kisor v. Wilkie, a Veterans Administration disability benefits case (which can easily apply to Social Security disability cases), in which the Supreme Court decided that in order for a regulation to be ambiguous, courts must use all tools before deciding that the regulation is ambiguous. The Court also ruled that courts should not provide Auer deference if a regulation is genuinely ambiguous.

Richard concluded his presentation with a look at the Supreme Court's decision in Lucia v. SEC that Administrative Law Judges (ALJs) are officers -- and not employees -- and had to be appointed by heads of their departments. But as he pointed out, the same argument has been made regarding the Social Security disability judges with mixed results.

The American Association for Justice membership consists of trial attorneys who are "committed to promoting safety and corporate accountability, advocating for a balanced civil justice system, improving our communities and educating lawyers to provide excellent advocacy for their clients."

Lebau & Neuworth keeps apprised of the latest Supreme Court decisions and their impact on employment law so that they are prepared to provide their clients with the best representation. If you are in need of an attorney because you believe your rights in the workplace may have been violated, contact Lebau & Neuworth at (410) 296-3030 or lebauneuworth.com/contact-us.