Got a medical condition that’s making work harder? Worried your boss might fire you for asking for help? You’re not alone. Every week, we hear from workers across Philadelphia, Reading, Bucks County, and Montgomery County, and from New Jersey towns like Camden, Cherry Hill, Newark, and Atlantic County who don’t know their rights under the Americans with Disabilities Act (ADA).
Here’s what 30 years of fighting for employees has taught us: most bosses don’t know ADA law either. But that doesn’t mean you’re powerless.
What You’ll Learn
- Does My Condition Count as a Disability?
- Can I Be Fired for Asking for an ADA Accommodation?
- How Do I Ask for Help Without Revealing My Diagnosis?
- What Accommodations Can I Actually Get?
- Can My Employer Say No to My ADA Request?
- How Fast Does HR Have to Respond?
- What If My Rights Are Violated?
Does My Condition Count as a Disability? {#does-my-condition-count}
Short answer: Yes, most likely.
The ADA covers way more than people think. You’re protected if your condition makes basic life activities harder—walking, thinking, sleeping, breathing, even how your immune system works.
Common Questions We Get:
“Does anxiety count as a disability at work?”
Yes. According to the EEOC, anxiety disorders that affect concentration, sleep, or social interaction qualify for ADA protection.
“I have diabetes—am I covered?”
Yes. Diabetes affects your endocrine system, which is a major bodily function under the ADA.
“My cancer is in remission. Do I still have rights?”
Yes. The ADA protects workers with a history of cancer, even when you’re healthy now.
“My boss thinks I’m disabled but I’m not—what then?”
You’re still protected. If your employer treats you differently because they perceive you as disabled, that’s discrimination.
👉 We’ve represented workers from Camden warehouses, Bucks County hospitals, Reading offices, Newark schools, Montgomery County offices, and Philadelphia retail stores. If your health condition is making work tougher, you probably qualify.
Can I Be Fired for Asking for an ADA Accommodation? {#can-i-be-fired-for-asking}
No. And if it happens, you have a strong legal case.
Asking for help is protected activity. Period. If your hours get cut, your pay drops, or you get fired soon after requesting accommodations, that’s textbook retaliation—and it’s illegal.
What Retaliation Looks Like:
- Sudden “performance issues” after years of good reviews
- Exclusion from meetings or projects
- Hostile comments about your condition
- Demotion or transfer to worse positions
- Termination within weeks of your request
Real talk: We’ve seen employers in Montgomery County try to call this “coincidence.” Judges and juries don’t buy it. Document everything.
📞 If this sounds familiar, don’t wait. Call 1-800-CANT-WORK for free advice. We’ve helped workers in Newark, Camden, and Bucks County get their jobs back—or compensation when employers refused.
How Do I Ask for Help Without Revealing My Diagnosis? {#how-to-ask-without-revealing}
You don’t have to share your medical details. Ever.
Just say: “I have a medical condition that affects my ability to [specific task]. I’d like to discuss reasonable accommodations.”
The Magic Email Template:
Subject: Accommodation Request
Hi [Manager],
I have a medical condition that limits my ability to [specific task].
I'd like to discuss accommodations that would help me do my job effectively.
Can we set up a time to talk?
Thanks,
[Your name]
Why email? Because documentation wins cases. Always keep a paper trail.
What Accommodations Can I Actually Get? {#what-accommodations-can-i-get}
Think practical fixes, not miracles. Most cost less than $500, according to the Job Accommodation Network.
Examples We’ve Won for Clients:
Schedule Changes:
- Work from home a few days a week
- Flexible start times for medical appointments
- Extra breaks for medication or blood sugar checks
Equipment & Environment:
- Ergonomic chairs and desks
- Screen readers or magnifiers
- Parking closer to the building
- Quieter workspaces
Job Modifications:
- Shifting non-essential tasks
- Written instructions instead of verbal
- Modified training methods
- Time off for treatment
💡 Example: We helped a Cherry Hill office worker with chronic fatigue get approval to work from home three days a week. Cost to the employer? $0. Impact on her life? Huge.
Can My Employer Say No to My ADA Request? {#can-employer-say-no}
Only if they prove it’s an “undue hardship,” and that bar is high.
“Undue hardship” means genuinely expensive or disruptive. Not “too much trouble.”
What’s NOT a Legal Excuse:
- “We’ve never done that before”
- “Other employees might want the same thing”
- “Customers prefer it this way”
- Costs under $1,000 for most medium-sized employers
- Minor schedule adjustments
What MIGHT Count as Hardship:
- Rebuilding the entire office structure
- Eliminating essential job functions
- Costs that would bankrupt a small business
👉 Bottom line: If your request helps you do the job and doesn’t break the company bank, they probably have to say yes.
How Fast Does HR Have to Respond to ADA Requests? {#how-fast-response}
Quickly. “ASAP” is the legal standard.
EEOC guidelines say employers must respond “expeditiously” and engage in the “interactive process” right away.
In practice:
- Acknowledge your request within a few days
- Discuss options within 1-2 weeks
- Provide accommodations as soon as possible
🚩 Red flags: Radio silence for weeks, “we’ll get back to you” with no timeline, or demanding irrelevant medical details.
We’ve seen Atlantic County employers drag their feet for months and then claim the employee “abandoned” the request. Don’t let that happen.
📞 Call 1-800-CANT-WORK if HR is stalling. We’ll make sure your request doesn’t get buried.
What If My Rights Are Violated? {#if-rights-violated}
Step one: document. Step two: fight back.
Start a Paper Trail:
- Screenshot emails and texts
- Log conversations with dates, times, witnesses
- Save performance reviews from before your request
- Keep medical documentation
Legal Options:
- File an EEOC Complaint – free, must be filed within 300 days (file online)
- Contact an Employment Attorney – most cases are contingency-based
- Know What’s at Stake – back pay, reinstatement, damages for stress, punitive damages, attorney fees
Real Stories from Our Clients
Philadelphia teacher with depression denied schedule changes. Settlement included compensation and policy reforms.
Reading call center employee with PTSD granted flexible shifts after employer refused. Case settled favorably.
Camden County warehouse worker with diabetes denied breaks. We secured accommodations plus back pay.
Cherry Hill retail manager fired weeks after requesting accommodations. Jury awarded six figures.
Your story matters too.
Take Action Today
If your employer has:
- Ignored your request
- Denied reasonable accommodations
- Fired you for having a disability
- Created a hostile environment after you spoke up
You have options. Sometimes we fight to save your job. Other times, we help you secure Social Security Disability or Long-Term Disability benefits if you can’t work.
Get Help Now
📞 Call 1-800-CANT-WORK
🌐 Free Case Evaluation
📍 Offices in Philadelphia, Cherry Hill, Newark & Drexel Hill
📍 Serving Bucks, Montgomery, Camden, Atlantic & Berks Counties
For over 30 years, the Law Offices of Eric A. Shore have fought for workers’ rights. You don’t pay unless we win.
Legal Disclaimer: This is educational information, not legal advice. Every case is unique. For guidance specific to your situation, consult a qualified employment attorney.
Sources: U.S. Equal Employment Opportunity Commission, Americans with Disabilities Act, Job Accommodation Network
