You told your employer about a disability and asked for help. Your employer denied the request. That denial can be disorienting – especially when federal law gives employees the right to request changes like modified schedules or remote work. Understanding your options starts with knowing what the law requires and what steps you can take next.
Your employer’s legal duty to work with you
Federal regulations and court rulings describe the “interactive process” as a necessary and ongoing dialogue to identify an effective accommodation. Failure to communicate is not always a legal violation. However, it often shows an employer failed to provide a reasonable accommodation.
If an employer denies a request, they must prove that providing the change would have caused an “undue hardship.” This means significant difficulty or expense for the employer. Courts look at whether the employer tried to find workable solutions. Common mistakes include ignoring a request without discussion or failing to review medical documentation the employee provided.
Document the denial and request explanation
You need a clear record if your employer skips the interactive process. Ask your employer to give the denial in writing. Federal law generally protects employees from retaliation for requesting accommodations or asking for written explanations about these decisions.
This record becomes important if you later file a charge with the EEOC. Employers must show that an accommodation imposes an undue hardship based on company size and financial resources. Vague denials may show workplace discrimination and help support your legal case.
File a charge with the EEOC
You have the right to file a charge with the EEOC if you believe your employer wrongly denied accommodations. The EEOC investigates claims about federal law violations. You generally must file within 180 days of the denial to protect your rights.
Some states extend this deadline to 300 days. Verify your specific deadline immediately because rules vary by state. A denial does not end your legal protections or your ability to pursue a claim.
Your next steps after a denial
An attorney can clarify whether your employer met their duties. Filing an EEOC charge sets a formal process in motion. The EEOC will notify your employer, investigate the complaint, and issue a determination. If the agency finds cause or issues a right-to-sue letter, you may have the option to pursue a claim in federal court. State agencies may offer a parallel process with different procedures and timelines. An employment attorney can help you evaluate the strength of your situation and decide which path makes the most sense given your specific circumstances.
