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 But too often, HR departments don’t give you the whole story, letting confusion and outdated assumptions get in the way of your success.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:

Modified work schedules or flexible hours
Remote or hybrid work arrangements
Adjusted job duties or restructured positions
Accessible workspaces or adaptive equipment
Additional breaks for medical needs
Reassignment to a vacant position
Modified training materials or policies
Interpreters, readers, or assistive technology

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:

Protecting company interests and limiting liability
Lack of up-to-date knowledge regarding ADA requirements
Pressure to minimize costs or avoid changes in workflow
Relying on internal policy over federal law
Offering vague answers or discouraging formal accommodation requests
Unclear or overly complicated accommodation processes

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:

Flexible scheduling or modified start times
Extended deadlines or time management tools
Permission to use noise-canceling headphones or private workspaces
Written instructions or checklists to clarify tasks
Regular check-ins or feedback meetings with supervisors
Extra breaks during the workday
Shifting some in-person duties to remote work options

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:

Request a written explanation for the denial from your employer
Review your employee handbook and company policies for related procedures
Gather and organize all documentation of your request and any responses
Consult with an experienced employment attorney to assess your options
Consider whether a complaint with the EEOC or a state agency is appropriate

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.

What Qualifies As Wrongful Termination In Maryland?

Losing your job is never easy, but if you suspect your termination wasn't fair, you have more options than you think. Wrongful termination occurs when an employer violates state or federal employment laws, such as dismissing an employee for discriminatory reasons, retaliating against whistleblowers, or failing to honor employment agreements. Maryland employees are protected by laws that uphold their rights in the workplace, and understanding these laws is the first step toward justice.

If you believe your firing was unjust, the experienced team at Lebau & Neuworth is ready to fight for your rights. Contact us today to have a strong advocate on your side. With a simple and free consultation about your case, you can take the first steps toward holding your employer accountable.

What Is Considered Wrongful Termination in Maryland?

Wrongful termination in Maryland occurs when an employer dismisses an employee in violation of state or federal employment laws. This can include firing someone based on discriminatory factors such as race, gender, age, or religion. Retaliation against employees who report unsafe working conditions, harassment, or other workplace violations is another example of wrongful termination. Employers who breach the terms of a written or implied employment contract also open themselves up to liability for unjustly letting employees go. These actions are not only violations of the law but betray the trust employees place in their employers.

Maryland employees who believe they’ve been wrongfully terminated have the right to seek justice. By consulting with an experienced employment attorney, workers can get clarity about their situation, understand their legal protections, and pursue fair remedies. Legal support empowers employees to hold their employers accountable and helps them rebuild their lives after an unjust dismissal.

Legal Grounds for Wrongful Termination Claims

Understanding the legal grounds for wrongful termination claims is crucial for Maryland employees who suspect their dismissal was unjust. Wrongful termination occurs when an employer violates specific employment laws while firing an employee, depriving them of their rights in the workplace. To identify whether a claim is valid, employees should look for key legal violations that might have occurred during their termination. Maryland, like other states, offers protections under both state and federal laws to ensure workers are treated fairly.

Here are some common legal grounds for wrongful termination claims in Maryland:

Discrimination-based termination tied to race, gender, age, religion, disability, or other protected characteristics.
Retaliation for reporting workplace violations, such as harassment, unsafe conditions, or illegal practices.
Firing in violation of employment contracts, including written, implied, or oral agreements.
Termination for taking protected leave, such as time off under the Family and Medical Leave Act (FMLA) or state laws.
Dismissal in violation of public policy, such as firing someone for refusing to commit an illegal act or for serving on a jury.

Understanding the legal grounds for wrongful termination equips Maryland employees with the knowledge to evaluate their situation and determine if their dismissal violated state or federal laws. If the circumstances of your termination appear to align with one or more of these legal violations, it’s a clear signal to consult with an experienced employment attorney who can provide guidance and pursue justice on your behalf.

Maryland-Specific Laws Affecting Wrongful Termination

While federal laws such as the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) set essential baselines, state-specific statutes like the Maryland Fair Employment Practices Act (FEPA) go further to protect workers. FEPA not only enforces prohibitions against discrimination based on race, gender, age, or disability but also addresses retaliation more comprehensively, ensuring employees can safely report workplace violations without fear of losing their job.

Additionally, Maryland’s Healthy Working Families Act strengthens these protections by guaranteeing eligible employees access to paid sick leave, a benefit not fully covered under federal law. These state-level laws bridge gaps in federal legislation, reinforcing workers’ rights in critical areas like discrimination, retaliation, and access to protected leave of absence. With these added layers of protection, Maryland employees can feel more confident when challenging unjust terminations and holding their employers accountable for violating their rights.

How to Prove Wrongful Termination in Maryland

Proving wrongful termination in Maryland relies on building a strong, evidence-based case. This process involves collecting documentation that directly supports your claims, such as records or communications showing discrimination, instances of retaliation, or breaches of an employment contract. It’s essential to present a coherent narrative of events that links your termination to unlawful motives or actions by your employer.

By connecting the evidence to legal violations, you can demonstrate that your dismissal was not justified, strengthening your position and creating a compelling case for claims of wrongful termination. Attorneys can help you gather the necessary documentation, build a strong case, and understand the specific laws that apply to your situation. They will guide you step-by-step, from evaluating your claim to presenting evidence in court or during negotiations.

When arguing a wrongful termination claim, judges consider several key factors. Understanding what needs to be demonstrated can strengthen your case. These factors often include:

Evidence of discrimination based on a protected characteristic, such as race, gender, or age.
Proof of retaliation for reporting violations, such as unsafe working conditions or harassment.
Clear documentation of an employment contract and proof that the terms were violated.
Records showing termination after taking legally protected leave, such as family or medical leave.
Any related communications, including emails or performance reviews, that contradict the stated reason for your termination.

It’s not just about losing your paycheck; it can affect your confidence, damage your professional reputation, and make finding a new position more challenging. The financial strain, paired with the frustration of being treated unfairly, can leave you wondering what to do next. Talking to a wrongful termination attorney can help you decide if legal action is right for your situation and guide you through the process.

What to Do If You Believe You Were Wrongfully Terminated

If you believe you’ve been wrongfully terminated, it’s important to remember that your efforts and dedication as an employee don’t go unnoticed, and your rights matter. Maryland has specific protections for workers, and these rules are meant to ensure that employers don’t misuse their power. If you think you were dismissed for an unlawful reason, taking some of these steps can help you stand up for yourself and seek a fair resolution.

Speak with an experienced employment attorney who can evaluate your case, explain your options, and guide you through the legal process.
Review your employer’s policies and your employment contract for any violations.
Document everything that might support your claim, such as emails, texts, performance reviews, or witness statements.
Write down the details of your termination, including what was said, who was involved, and the justification your employer provided.
Contact the Maryland Department of Labor or a relevant agency for guidance.

If you believe you were wrongfully terminated, reaching out to Lebau & Neuworth for a free consultation is an important first step. During the consultation, you’ll have the opportunity to share your experience and learn more about your legal options. Our attorneys can help you determine whether your case qualifies as wrongful termination and provide clarity on the support you may need. Taking advantage of this free resource can help you make informed decisions about how to proceed.

Contact Lebau & Neuworth for Legal Support

Being wrongfully terminated is more than just losing a job; it can feel unfair, confusing, and like a betrayal of the hard work you’ve put in. Depending on your situation, navigating the next steps may seem challenging; that’s where Lebau & Neuworth comes in. Our experienced legal team understands the complexities of employment law and is committed to advocating for workers like you who deserve better. If you believe your rights were violated, contacting Lebau & Neuworth can be the first step toward regaining a sense of stability and fairness. We’re here to listen, help build your case, and fight for the resolution you deserve.

Lebau and Neuworth selected as "The Best Legal Talent in the World, Case Closed."

Lebau & Neuworth has AGAIN been named in the 2025 edition of The Best Lawyers in America^® for its legal talent in their "Employment Law for Individuals" and "Labor & Employment Litigation" practice areas.

The firm has been selected "Tier 1" for Employment Law - Individuals and "Tier 1" for Litigation - Labor and Employment.

For 31 years, Best Lawyers^®, the oldest and most respected guide to the legal profession, has compiled its list of top lawyers based entirely on peer review.

Best Lawyers^® has assisted those in need of legal services to identify the lawyers best qualiﬁed to represent them in distant jurisdictions or unfamiliar specialties. Lawyers who are nominated for consideration are voted on by currently recognized Best Lawyers® working in the same practice area and located in the same geographic region.

If you are in need of a Best Lawyer for litigating an employment-related legal issue, contact Lebau & Neuworth at (410) 296-3030 or lebauneuworth.com/contact-us.

Supreme Court Decision Raises the Bar on Employer Requirements for Religious Accommodations

On June 29, 2023, the U.S. Supreme Court, the highest federal court in the United States, issued a ruling in Groff v. DeJoy regarding the requirement for employers to provide religious accommodations under the Civil Rights Act of 1964 (Title VII), which makes it illegal for employers (including federal agencies and unions) to discriminate against employees or applicants for employment because of their religious beliefs in hiring and firing and during their employment.

Title VII also requires employers to make reasonable accommodations for the religious beliefs or practices of employees or applicants, unless doing so would impose an “undue hardship” on the employer.

In Groff, an Evangelical Christian mail carrier for the U.S. Postal Service received the reasonable accommodation of not working on Sundays to observe the Sunday Sabbath. A few years into his employment, the USPS and the postal-workers union entered into a new agreement under which the mail carrier was occasionally required to work on Sundays. As a result, the carrier quit and sued the USPS, which argued that allowing the mail carrier to take off on Sundays created an undue burden on the other carriers who had to fill in for him.

The decision in Groff changed what an employer must show to deny a religious accommodation because of an undue hardship. Before this case was decided, an employer could deny a request for a reasonable religious accommodation if the cost or burden of the request was more than very minor; i.e., more than “de minimis”. Essentially, the bar was very low for what an employer had to show to be able to legally deny a request for a religious accommodation.

The Supreme Court decision in Groff changed the game by requiring employers to prove that the requested reasonable accommodation created a burden that is “substantial in the overall context of an employer’s business.” Thus, the Supreme Court raised the bar and made it more difficult to deny requests for reasonable religious accommodations.

If you think your employer has denied your request for a reasonable religious accommodation or discriminated against you because of your religion, the attorneys at Lebau & Neuworth may be able to help. Contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Lebau and Neuworth are 30th-Anniversary Edition 'Best Lawyers' in Employment Law and Litigation

Lebau & Neuworth attorneys Richard Neuworth and Stephen Lebau have both ONCE AGAIN been named in the 2024 edition of The Best Lawyers in America^® .Each was recognized for their legal talent in their "Employment Law for Individuals" and "Labor & Employment Litigation" practice areas.

For 30 years, Best Lawyers^®, the oldest and most respected guide to the legal profession, has compiled its list of top lawyers based entirely on peer review.

If you are in need of a Best Lawyer for litigating an employment-related legal issue, contact Lebau & Neuworth at (410) 296-3030 or lebauneuworth.com/contact-us.

Maryland has Seen Thousands of Wage-Theft Claims in Recent Years

The local Baltimore CBS station recent aired a segment that examied the great extent at which Maryland workers are not paid the wages, including overtime, that are due to them. As stated by the station and as Lebau & Neuworth have reported in prior blog posts: “Maryland has some of the nation's stiffest penalties for employers who break the law.”

CBS News obtained data from the Maryland Department of Labor under the Public Information Act that showed in the state, there have been:

8,290 wage-theft claims dating back to 2009 that totaled $20,140,568.60 in owed wages; and
364 wage-theft claims in the past 14 years that were for more than $10,000.

To view the CBS station segement, click here.

Lebau & Neuworth is one of the premier wage-hour law firms representing workers. We are here to fight for you, so contact us at (410) 296-3030 or lebauneuworth.com/contact-us.