Can I Be Fired Because I Have Arthritis?

Arthritis is a chronic condition that can affect mobility, cause significant pain, and limit a person’s ability to perform certain workplace tasks. If you are one of the many California workers with arthritis, you may be concerned about your job security and wondering whether your employer can lawfully terminate you because of your condition. In California, disability discrimination laws provide strong protections for employees suffering from medical conditions like arthritis.

Here is what you need to know about your rights if you are experiencing chronic pain or mobility issues that affect your work.

California Disability Discrimination Protections

Under California law, arthritis is generally recognized as a physical disability when it limits one or more major life activities, such as walking, standing, lifting, or bending. Both the federal Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA) prohibit employers from discriminating against employees based on a disability.

FEHA provides broader protection than federal law and applies to employers with five or more employees. Under FEHA, it is unlawful for an employer to terminate an employee because of a physical disability like arthritis, as long as the employee is able to perform the essential functions of the job with or without reasonable accommodation.

Reasonable Accommodations for Arthritis

If your arthritis impacts your ability to perform certain tasks at work, your employer may be legally obligated to provide reasonable accommodations to help you carry out your job duties. A reasonable accommodation is any change in the work environment, or in the way things are usually done, that enables a person with a disability to perform essential job functions.

Common workplace accommodations for arthritis include:

• Ergonomic office equipment such as chairs, keyboards, and desks
• Modified work schedules, including reduced hours or flexible shifts
• More frequent breaks to manage pain and stiffness
• Work from home or hybrid schedule arrangements
• Reassignment to a vacant position that fits the worker’s physical limitations
• Help with manual labor tasks or use of assistive devices

Employers are required to provide accommodations unless doing so would create an undue hardship for the business. If your employer refuses to accommodate your arthritis, they may be violating California disability law.

Employer’s Duty to Engage in Interactive Process

California employers must engage in a good-faith interactive process when an employee requests a reasonable accommodation for a disability like arthritis. This means the employer must communicate with the employee to understand the limitations caused by the condition and identify possible accommodations that would allow the employee to continue working effectively.

This process must be individualized and cooperative. Failure to participate in the interactive process is itself a violation of FEHA. Both the employer and the employee are expected to work together to find practical solutions.

Steps to Take If You’re Fired

If you were fired after disclosing your arthritis or requesting accommodations, you may have a legal claim for disability discrimination or wrongful termination under FEHA.

Here are the steps you should take:

• Document everything related to your condition, accommodation requests, and any employer responses
• Keep copies of emails, medical records, HR communications, and termination documents
• File a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC)
• Contact an employment lawyer to discuss your rights and legal options

A legal claim may help you obtain compensation for lost wages, emotional distress, and potentially reinstatement or changes in company policy.

Why Legal Help Matters

Disability discrimination cases can be complex and fact-specific. Employers often give performance or attendance-related reasons for a termination, when the true reason is related to the employee’s medical condition. Proving that your arthritis was unlawfully considered in an adverse employment decision often requires gathering evidence, understanding applicable disability laws, and making persuasive legal arguments.

Working with an experienced employment attorney can make the difference between a dismissed claim and a successful case. At Miracle Mile Law Group, we help California employees understand their rights and aggressively advocate for those wrongfully terminated because of a disability. We can guide you through the legal process and help determine whether your employer violated FEHA or other state laws.

If you believe you were fired due to your arthritis, contact Miracle Mile Law Group to schedule a free consultation. Our team is dedicated to protecting workers facing discrimination, retaliation, or unlawful termination due to a medical condition.