Columbus Disability Discrimination Lawyers

Last updated on March 31, 2026

Federal law prohibits employers or other entities from treating disabled employees or applicants unfavorably because of that disability. This type of discrimination also protects those who have a history of a disability, for example, a person who formerly had cancer but is now in remission.

In addition to prohibiting discrimination, federal law also requires that employees be provided with reasonable accommodations for their disabilities. The only exception to this rule is if making a reasonable accommodation would cause undue hardship for the employer. If you were the victim of discrimination in the workplace or if an employer has failed to accommodate your disability, you should speak with an employment attorney about your legal rights.

What Does Federal Law Say About Disability Discrimination?

Federal law offers strong protections against discrimination. According to federal law, a person with a disability may be defined as someone who:

• Has a physical or mental impairment that substantially limits one or more major life activities such as walking, hearing or seeing
• Has a history of impairment
• Is believed to have a physical or mental impairment

The Americans with Disabilities Act (ADA) prohibits discrimination against qualified employees based on disability in relation to any aspect of employment, including:

• Hiring
• Firing
• Wage or salary
• Promotions
• Training
• Benefits
• Job assignments

To be considered a qualified employee or applicant, a person must have a disability and, with or without reasonable accommodation, be able to perform the essential functions of the job.

It is also illegal to harass someone because of a disability. Although some statements may not rise to the level of harassment, making offensive jokes or insults can rise to the level of harassment. For instance, when conduct becomes so severe or pervasive that it creates a hostile work environment or leads to a victim being fired or demoted, an employer may be liable for the environment.

What Disability Protections Does Ohio Offer for Smaller Employers?

Ohio provides broader protection than federal law for employees at smaller companies. While the federal ADA applies only to employers with 15 or more employees, Ohio Revised Code Section 4112 extends disability discrimination protections to businesses with as few as four employees.

This means that if you work for a small business in Ohio – such as a local restaurant, retail shop or professional office – you may still have legal recourse if you experience disability discrimination or are denied reasonable accommodations. This state-level protection significantly expands the number of Ohio workers who can seek legal remedies for disability-based workplace violations.

What Reasonable Accommodations Must Employers Provide?

Employers are also required to provide reasonable accommodation to an employee or job applicant who has a disability. A reasonable accommodation is any alteration to a work environment or a standard job procedure that could help a disabled person apply for or fulfill the duties of a particular job. In some situations, this could include:

• Making a workplace wheelchair accessible by adding ramps or widening doorways
• Modifying work schedules
• Purchasing or modifying equipment
• Adjusting examinations and training materials
• Providing interpreters or readers for those with hearing or vision problems

However, an employer does not have to provide an accommodation if it would cause undue hardship on the business. To determine whether an employer could have made accommodations, courts look at a series of factors, including the company’s size, the needs of the business and the employer’s financial resources.

What is Considered Undue Hardship for an Ohio Employer?

Undue hardship occurs when providing a reasonable accommodation would impose significant difficulty or expense on the employer’s business operations. Ohio courts evaluate several factors when determining undue hardship. This includes:

• The employer’s size
• Financial resources
• Nature of the business
• Cost of the accommodation relative to the company’s budget
• Impact on other employees
• Whether the accommodation would fundamentally alter the business

The burden of proof lies with the employer to demonstrate that an accommodation would create undue hardship. Simply claiming inconvenience or moderate expense typically does not meet this threshold.

What Can You Do if Your Request for Accommodations is Denied?

If your employer denies your accommodation request, you have several options to protect your rights. First, request a written explanation for the denial and document all communications regarding your request. You can then take the following steps:

• Request an interactive process meeting with your employer to discuss alternative accommodations
• Lodge a discrimination charge with the EEOC within the 300-day statutory deadline
• File a complaint with the Ohio Civil Rights Commission (OCRC)
• Consult with an employment discrimination attorney to evaluate your legal options

Acting quickly is important, as legal deadlines apply to discrimination claims.

Do You Need to Use the Word “ADA” to Request an Accommodation?

No, you do not need to mention the ADA or use specific legal terminology when requesting an accommodation. Simply informing your employer that you need a workplace adjustment due to a medical condition is sufficient.

For example, saying “I need a modified schedule because of my diabetes” triggers the employer’s obligation to engage in the interactive process. However, it’s advisable to make your request in writing and retain copies for documentation purposes.

Call to Speak to a Columbus Disability Discrimination Attorney to Discuss Your Rights

If you are a resident of Ohio and were the victim of disability-based discrimination, or if you have been denied a reasonable accommodation, please call us to speak to an attorney about your legal options.