Can I Be Fired For Having Diabetes In California

In most cases, no. Under California law, an employer cannot legally fire you simply because you have diabetes. Diabetes is generally considered a protected physical disability under the California Fair Employment and Housing Act, commonly referred to as FEHA. Employers with five or more employees are prohibited from discriminating against qualified employees based on a disability.

However, the analysis does not stop there. Whether a termination is lawful depends on why the employer acted and whether you were able to perform the essential functions of your job with or without reasonable accommodation.

This article explains how California law applies to employees with diabetes, when termination may be unlawful, and what steps you can take if you believe your rights were violated.

Is Diabetes Considered A Disability Under California Law

In most circumstances, yes.

FEHA defines physical disability broadly. A medical condition qualifies if it limits a major life activity. The condition does not need to make the activity impossible. It only needs to make it more difficult.

Diabetes affects the endocrine system and can impact major life activities such as:

• Eating
• Digestive function
• Energy levels
• Concentration
• Working
• Caring for oneself

Both Type 1 and Type 2 diabetes typically fall within FEHA’s definition of disability when medically diagnosed and supported by appropriate documentation.

Because California’s definition of disability is broader than federal law, many employees who might not qualify under the Americans with Disabilities Act may still be protected under FEHA.

Can An Employer Fire You Because Of Diabetes

An employer may not lawfully terminate you because:

• You have diabetes
• You disclosed your diagnosis
• You requested a reasonable accommodation
• You needed time off related to treatment
• You experienced symptoms associated with your condition

If diabetes was a substantial motivating factor in the decision to terminate your employment, the termination may constitute unlawful disability discrimination.

However, California law does not prevent termination for legitimate, non discriminatory reasons. An employer may lawfully terminate employment if:

• You cannot perform the essential functions of the job even with reasonable accommodation
• The employer can prove that accommodation would create undue hardship
• The termination is based on documented performance issues unrelated to your medical condition

The critical question is whether the medical condition influenced the decision.

What Are Reasonable Accommodations For Employees With Diabetes

California employers must provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship.

For employees with diabetes, reasonable accommodations may include:

• Modified work schedules
• Additional breaks to check blood glucose levels
• Permission to eat or drink at a workstation when medically necessary
• Leave for medical appointments
• Temporary job modifications during treatment adjustments
• Remote work where appropriate

Once an employer becomes aware of the need for accommodation, they must engage in a timely, good faith interactive process. This means discussing possible accommodations and evaluating whether they are reasonable and effective.

Failure to engage in this interactive process is a separate violation of FEHA, even if an accommodation is ultimately not required.

What If My Employer Claims I Am A Safety Risk

Some employers attempt to justify termination by arguing that diabetes creates a safety concern. This often arises in jobs involving driving, heavy machinery, emergency response, or hazardous environments.

Under California law, an employer must conduct an individualized assessment. They cannot rely on stereotypes or assumptions about diabetes.

The employer must evaluate:

• Your actual medical limitations
• Whether your condition is controlled
• Whether accommodation would reduce any safety concerns
• Objective medical evidence

Blanket policies excluding employees with diabetes are generally unlawful. The decision must be based on current medical information and the specific job duties involved.

What If I Was Fired After Asking For Accommodations

If you were terminated shortly after disclosing your diagnosis or requesting accommodation, the timing may be legally significant.

California law prohibits retaliation against employees who:

• Request reasonable accommodation
• Oppose disability discrimination
• File complaints internally or with government agencies
• Take protected medical leave

A sudden termination following disclosure or accommodation requests may support claims for both discrimination and retaliation.

How Do You Prove A Wrongful Termination Based On Diabetes

To prove disability discrimination under FEHA, an employee generally must show:

• They had a qualifying disability
• They were able to perform essential job functions with or without reasonable accommodation
• They suffered an adverse employment action
• The disability was a substantial motivating factor in the employer’s decision

Evidence often includes:

• Positive performance reviews before disclosure
• Internal emails or statements referencing the condition
• Failure to engage in the interactive process
• Inconsistent explanations for termination
• Different treatment of similarly situated employees

These cases frequently rely on circumstantial evidence and detailed timelines.

What Should You Do If You Believe You Were Fired Because Of Diabetes

If you suspect your termination was unlawful:

• Preserve all emails, texts, and written communications
• Request a copy of your personnel file in writing
• Document the timeline of events, including when you disclosed your condition
• Avoid signing severance agreements without legal review
• Be mindful of filing deadlines with the California Civil Rights Department

Under FEHA, you typically must file an administrative complaint before pursuing a civil lawsuit.

California provides strong protections for employees with medical conditions, including diabetes. Employers cannot terminate you simply because of your diagnosis. They must evaluate your ability to perform the job and provide reasonable accommodations when required.

If you believe your diabetes played a role in your termination, understanding your legal rights is essential. Disability discrimination cases are highly fact specific and often require careful legal analysis under California law.