Can I Be Fired Because I Can’t Lift More Than 10 Pounds?

If you work in a physically demanding job and have developed a medical condition or injury that limits how much you can lift, you may be wondering if your employer can legally fire you for it. In California, both federal and state laws offer important protections for workers with physical limitations. If you are restricted in your ability to lift more than 10 pounds, you may be entitled to accommodations, and you may have legal recourse if your employer does not comply with the law.

Reasonable Accommodations for Physical Limitations

Under California law and the federal Americans with Disabilities Act (ADA), employees with disabilities or medical restrictions may be entitled to reasonable accommodations that allow them to perform their job. “Reasonable accommodation” refers to any change in the workplace that enables an employee with a disability to perform essential job functions without creating an undue hardship for the employer.

For workers who cannot lift more than 10 pounds, examples of accommodations might include:

• Reassigning lifting tasks to another employee
• Using mechanical lifting aids
• Providing a lighter-duty role
• Allowing temporary light-duty work during recovery
• Transferring to a vacant position more compatible with your restrictions

An employee should notify their employer of the physical limitation—and request an accommodation that could help them continue working. The employer must then engage in an interactive process to determine if an appropriate accommodation is available.

Employer’s Obligation Under ADA/FEHA

Both the federal ADA and California’s Fair Employment and Housing Act (FEHA) protect workers with disabilities. Under these laws, an employer in California has a legal duty to provide reasonable accommodations unless doing so would impose an undue hardship.

Employers cannot fire or otherwise discriminate against an employee simply because the employee has a lifting restriction unless that restriction prevents them from performing the essential functions of the job and no reasonable accommodations can be made.

FEHA also offers broader protection than the ADA and covers employers with five or more employees, while the ADA applies to employers with 15 or more employees.

Signs of Discrimination

Disability discrimination can be subtle or overt. If your employer has disciplined you, changed your job duties, or terminated your employment shortly after learning about your lifting restriction or medical condition, it may be a sign of discriminatory conduct.

Common signs include:

• Refusing to consider light-duty assignments
• Failing to engage in the interactive process
• Sudden changes in performance reviews or disciplinary actions
• Being replaced or reassigned without explanation
• Direct comments related to your restriction or perceived inability to do the job

If you notice any of these red flags, it is important to consult with an employment attorney as soon as possible.

Filing a Complaint or Claim

If you believe your rights under the ADA or FEHA have been violated, you can file a complaint with the California Civil Rights Department (CRD) or the federal Equal Employment Opportunity Commission (EEOC). In most cases, you must file your complaint within a specific time frame—typically within three years for CRD claims and 300 days for EEOC claims.

After filing your complaint, the agency may investigate, mediate the dispute, or issue a “right to sue” letter. This letter allows you to proceed with a lawsuit in court.

How an Employment Attorney Can Help

Working with an experienced employment attorney can make a substantial difference in the outcome of your case. An attorney can evaluate whether your employer failed to accommodate your lifting restriction, help you gather evidence, file claims, negotiate a settlement, or represent you in litigation.

The attorneys at Miracle Mile Law Group are dedicated to protecting California workers from disability discrimination. If your employer fired you, demoted you, or mistreated you because of your inability to lift more than 10 pounds, you have legal options.

Examples of Alternative Job Modifications

Below is a table showing examples of how physically demanding roles can be modified to accommodate workers with lifting restrictions.

If your job requires physical strength and you are limited due to a documented medical condition or injury, you still have legal protections. Accommodations should be explored before termination or demotion is considered. If your employer did not take those steps, you may be entitled to compensation or reinstatement.

Contact Miracle Mile Law Group for a free consultation to discuss your rights if you have been impacted by lifting restrictions or any form of disability discrimination.