If you’ve been denied workplace accommodations after a medical diagnosis or injury, you’re not alone—and you may have legal options. The Americans with Disabilities Act (ADA) protects employees in Tennessee and across the U.S. from discrimination based on disability and gives them the right to reasonable accommodations that allow them to do their jobs.
At Hunter Employment Law, we routinely represent workers whose employers ignored their needs, forced them out, or retaliated after an accommodation request. Here’s what you need to know about your rights—and what to do if they’re violated.
What Is the ADA and Who Does It Protect?
The ADA is a federal law that prohibits discrimination against individuals with disabilities in employment and other areas of public life. Under Title I, employers with 15 or more employees must provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship.
In Tennessee, ADA rights are enforced alongside protections under the Tennessee Disability Act (T.C.A. § 8-50-103), which prohibits discrimination but does not explicitly require accommodations. That makes the ADA particularly important for Tennessee workers.
What Counts as a Disability Under the ADA?
To qualify under the ADA, you must have:
- A physical or mental impairment that substantially limits one or more major life activities
- A record of such an impairment, or
- Be regarded as having an impairment
Examples may include:
- Chronic illnesses (e.g., diabetes, epilepsy)
- Mental health conditions (e.g., PTSD, anxiety, depression)
- Physical injuries that limit mobility or strength
- Neurodivergent conditions (e.g., ADHD, autism spectrum)
Case Example: In Booth v. Nissan North America, Inc., 927 F.3d 387 (6th Cir. 2019), the Sixth Circuit upheld a jury verdict in favor of a Tennessee employee who was terminated after requesting accommodations related to his PTSD—a powerful reminder that ADA rights apply to mental health just as much as physical conditions.
What Are “Reasonable Accommodations
A reasonable accommodation is any change or adjustment to the work environment or job duties that allows a qualified individual to perform the essential functions of their role.
Common accommodations include:
- Modified work schedules
- Remote work or hybrid arrangements
- Ergonomic equipment or workstations
- Time off for treatment or recovery
- Reassignment to a vacant position
Employers are not required to eliminate essential job functions or lower standards, but they must explore ways to make the job accessible.
Common ADA Violations in Tennessee Workplaces
Tennessee employers often violate the ADA in subtle but serious ways. Here’s what we see most frequently:
- Ignoring accommodation requests or failing to initiate the required “interactive process”
- Pushing employees to resign rather than making small adjustments
- Retaliating after an employee requests accommodations
- Placing workers on unpaid leave unnecessarily instead of accommodating
Real-Life Example: One Hunter Employment Law client was terminated after returning from surgery, even though her doctor had cleared her to work with light-duty restrictions. The employer claimed it couldn’t accommodate—but never explored options. That’s not just negligent. It may be illegal.
What Is the “Interactive Process”?
The ADA requires employers to engage in an interactive process once they are aware of the need for an accommodation. This means:
- Discussing the employee’s needs
- Evaluating potential accommodations
- Documenting the process in good faith
If an employer fails to engage or cuts the process short, that itself may be grounds for a legal claim.
What If I Was Denied Accommodations?
If you believe your ADA rights were violated, you may have grounds for a disability discrimination claim under federal law. Here’s what to do:
- Document everything — including your request, doctor’s notes, and your employer’s response.
- Consult an employment attorney to assess your case.
- File a charge with the EEOC (Equal Employment Opportunity Commission) within 300 days of the violation in Tennessee.
Important: If you’ve been fired, demoted, or forced out after requesting an accommodation, you may also have a retaliation claim—a separate and often stronger legal claim under the ADA.
Why Choose Hunter Employment Law?
We don’t just know the law—we understand the real-world impact of being denied fair treatment after a medical challenge. Our all-female, trauma-informed team has deep experience litigating disability discrimination and ADA cases in Tennessee federal courts.
We are:
- Trial-ready when negotiation isn’t enough
- Compassionate, high-touch, and strategic
- Focused on employee rights
Get the Legal Support You Deserve.
If you’ve been denied reasonable accommodations or pushed out after requesting them, you don’t have to navigate this alone. Let Hunter Employment Law evaluate your situation and fight for the outcome you deserve.
Schedule a confidential case evaluation today.
Serving clients across Tennessee.
