Philadelphia Disability and Reasonable Accommodation Lawyer

Your health should not cost you your career. If your employer denied an accommodation, ignored your medical restrictions, or punished you for asking for help, The Lacy Employment Law Firm can help you understand your workplace rights.

What Our Clients Say

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Philadelphia | 4.8 Rating

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Pittsburgh | 4.8 Rating

    
 
 
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   SEBASTIAN. 
 March 20, 2026
 
 
 Trustindex verifies that the original source of the review is Google. I Had A Good Experience Working One On One My Lawyer Mr Rick Haurbour Did So Well & Has Good Experience In This Field. He Made My Voice Heard & Helped Me Receive A Good Settlement I Am Truly Happy How Things Happened Thanks.-Sebastian.
  
 
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   Denise Wolf 
 February 10, 2026
 
 
 Trustindex verifies that the original source of the review is Google. Richard Haarbauer was 100% amazing to work with. He listen to my concerns and addressed them in a very professional matter. His communication skills were by far better than any attorney I have ever worked with. My case was 50/50 to begin with and we still came out on top. Again thank you so much for your time and patience!!!
  
 
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   Dave Hudacsek 
 November 20, 2025
 
 
 Trustindex verifies that the original source of the review is Google. Thorough, Caring, Focused. Very professional. They ease your mind and help you to navigate difficult, scary waters. THANK YOU!!
  
 
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   Jacek J 
 June 22, 2025
 
 
 Trustindex verifies that the original source of the review is Google. I am very happy with the experience I had working with Andrew Lacy. From the very beginning, he was professional, knowledgeable, and took the time to really understand my situation. Throughout the entire process, Andrew Lacy was always responsive, patient in answering my questions, and provided clear guidance at every step. It’s not easy to find someone you can truly trust when it comes to legal matters, but I always felt confident that I was in good hands. I appreciated his honesty, attention to detail, and dedication to achieving the best possible outcome. I highly recommend Andrew Lacy to anyone in need of reliable and skilled legal representation. J. J.
  
 
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   Kim B. 
 June 9, 2025
 
 
 Trustindex verifies that the original source of the review is Google. Andrew Lacy helped me navigate a difficult work situation with confidence and ease. It’s rare—and deeply comforting—to work with a lawyer who is a true advocate. Andrew had my back every step of the way and consistently prioritized my best interests. He’s ethical, hardworking, supportive, and genuinely cares about his clients. His entire team was professional, responsive, and top-notch. I highly recommend Andrew to anyone seeking a stellar attorney who combines legal skill with integrity and heart.
  
 
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   Jennifer Howell 
 December 21, 2024
 
 
 Trustindex verifies that the original source of the review is Google. I highly recommend Andrew Lacy, and the ability to schedule an individual paid counseling session with him simply to seek advice and get some questions answered.  I had some questions about some potential future employment issues, and every other attorney I contacted wasn’t even interested in talking to me because I wasn’t interested in suing my current or former employer.  Andrew answered my questions and gave me good advice on how to prepare myself for potential issues and other things to look out for.  Well worth the small fee.
  
 
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   Asher 
 November 10, 2024
 
 
 Trustindex verifies that the original source of the review is Google. 
  
 
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   Alex Meyers 
 September 30, 2024
 
 
 Trustindex verifies that the original source of the review is Google. Andrew Lacy exemplifies excellence in Employment Law. He strikes an ideal balance between professionalism and genuine empathy for his clients' situations. What makes Andrew different is his innovative approach to legal challenges and his unwavering dedication. When I found myself facing a wrongful termination case, Andrew advocated on my behalf, ensuring I received fair treatment throughout the process. His team is not only highly competent but also trustworthy and attentive to client needs. I'm very grateful for their efforts. For anyone dealing with employment-related legal issues, I recommend Andrew Lacy and his team. Their expertise and commitment make them an invaluable partner in navigating complex legal waters.
  
 
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   Angela Reid-James 
 September 24, 2024
 
 
 Trustindex verifies that the original source of the review is Google. Exceptional Representation by the Lacy Employment Law Firm If you are an employee in search of a law firm that genuinely listens, advocates fiercely, and remains transparent throughout your case, look no further than Andrew Lacy and the Lacy Employment Law Firm. Recently, I found myself in unfamiliar territory facing a challenging situation as an employee. Though I didn’t know Andrew personally, his listing in the African American Chamber of Commerce Western PA Directory, coupled with a recommendation from a highly respected leader in Pittsburgh, reassured me that I could trust him. I was not disappointed — I undoubtedly made the right decision. From our very first conversation, Andrew’s integrity and professionalism were evident. He was upfront and honest, carefully managing my expectations while distinguishing my rights from my assumptions. His words, “I want to help you,” were not just a phrase but a commitment he and his team followed through on. Throughout the entire process, Andrew, along with Kathy and Kathryn, kept me continuously informed, ensuring I knew what to expect, what not to expect, and regularly checking in to make sure I was okay. What stood out the most was the personalized care I received. Andrew and his team made it clear that I wasn’t just another case file — I was treated as a person whose rights and well-being genuinely mattered. That level of care made all the difference. Their unwavering support and legal expertise were invaluable, and I always felt empowered and well-informed during the process. I wholeheartedly recommend Andrew Lacy and his team to anyone in need of employment law representation. Their dedication to fighting for fairness and providing thorough, compassionate support sets them apart. They don’t just get the job done — they excel at it, ensuring their clients feel protected and heard every step of the way.
  
 
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   Alyson Lush (Ally Lush) 
 April 15, 2024
 
 
 Trustindex verifies that the original source of the review is Google. Great experience working with them! Would definitely recommend - they took my case when other lawyers would not. Appreciated the time energy dedicated to my case for an ultimately positive outcome. It was great to work with everyone at the firm - responsive, thoughtful and thorough group.

You Asked for Help. Your Employer Made Work Harder.

You may have requested remote work during treatment, a modified schedule, accessible equipment, medical leave, or adjustments to specific job duties. Instead of discussing practical options, your employer may have delayed, dismissed, or denied your request.

Some employers go further. They suddenly question performance, remove responsibilities, exclude the employee from meetings, demand excessive medical information, or begin building a record for termination.

When an accommodation request is followed by hostility or a sudden change in treatment, the full timeline matters.

Lacy Employment Law Firm

3675 Market Street, Suite 200 | Philadelphia PA, 19104

Phone: (215) 399-9761

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Workplace Disability Rights in Philadelphia

Employees may be protected by federal, Pennsylvania, and Philadelphia employment laws.

The Americans with Disabilities Act protects qualified employees and applicants from disability discrimination by covered employers. Pennsylvania law may protect workers at smaller companies, while Philadelphia’s local employment protections may provide another path for addressing disability-based treatment.

These laws may require an employer to consider reasonable changes that allow a qualified employee to perform the essential functions of a job, unless the proposed accommodation would create an undue hardship.

Protection may apply to physical disabilities, mental health conditions, chronic illnesses, temporary limitations, and conditions that are not immediately visible.

What Counts as a Reasonable Accommodation?

A reasonable accommodation is a change to the job, workplace, schedule, or application process that helps a qualified person with a disability work or pursue employment.

Depending on the circumstances, possible accommodations may include:

Modified start or finish times
Periodic breaks for treatment or medication
Remote or hybrid work arrangements
Accessible equipment or software
Changes to the physical workspace
Temporary medical leave
Reassignment of marginal job duties
Reassignment to an available vacant position
Adjustments to testing, training, or communication methods

An employer does not always have to provide the employee’s preferred option. However, it generally should not reject a request without properly evaluating the employee’s needs and considering effective alternatives.

The Interactive Process Should Be a Real Conversation

An employer should not treat the accommodation process as paperwork designed to make you give up.

Once an employer understands that a medical condition may be affecting your ability to work, the employer may need to engage in an interactive process. This usually involves discussing the limitation, reviewing relevant information, and identifying accommodations that could be effective.

Warning signs that the process may have broken down include:

Human resources repeatedly ignoring your request
Rejecting the request without discussing alternatives
Using rigid forms or policies as an automatic reason for denial
Asking for medical records unrelated to your workplace limitations
Claiming an accommodation is impossible without examining the facts
Delaying a decision while your job remains at risk
Telling you to take indefinite leave when you could continue working with adjustments

The process should be individualized. A blanket policy is not a substitute for evaluating your actual job and medical limitations.

When an Accommodation Denial Becomes Disability Discrimination

Disability discrimination can take many forms. An employee may be qualified and capable of performing the job with an accommodation, yet be treated as unreliable, inconvenient, or unable to contribute.

Potential concerns may arise when an employer:

Refuses to consider a workable accommodation
Removes an employee because of medical restrictions
Denies a promotion after learning about a disability
Applies attendance rules differently after medical leave
Forces an employee onto leave unnecessarily
Reveals confidential medical information
Treats a mental health condition as a character problem
Terminates an employee shortly after an accommodation request

A lawyer can examine what the employer said, how similar requests were handled, whether alternatives were available, and whether the stated business reason matches the evidence.

Frequently Asked Questions

Does my employer have to approve the exact accommodation I requested?

Not always. An employer may propose another accommodation if it effectively addresses your workplace limitations. However, the employer should not automatically reject your request or offer an option that does not actually allow you to perform the job. The employer and employee may need to discuss possible alternatives through the interactive process.

Do I need to use the words “ADA” or “reasonable accommodation”?

You generally do not need to use a specific legal phrase. You should communicate that a medical condition or disability is affecting your work and that you need a change or adjustment. A clear written request can reduce confusion and help document when the employer became aware of the issue.

Can my employer ask for medical documentation?

An employer may sometimes request reasonable documentation when the disability or need for accommodation is not obvious. The request should normally focus on the relevant functional limitations and the need for an accommodation. It should not become an unrestricted demand for your entire medical history.

Can remote work be a reasonable accommodation in Philadelphia?

Remote work may be reasonable for some jobs and medical limitations, but it is not automatically required in every case. Relevant factors can include the essential duties of the position, how the role has previously been performed, available technology, the employer’s existing remote-work practices, and whether an effective alternative exists.

Can medical leave be considered a reasonable accommodation?

A defined period of medical leave may qualify as a reasonable accommodation when it would allow an employee to recover and return to work. The analysis may depend on the expected duration, available medical information, the employee’s position, and the effect on the employer’s operations. Indefinite leave is generally more difficult to establish as reasonable.

Can my employer fire me while my accommodation request is pending?

An accommodation request does not prevent every lawful employment decision. However, firing an employee because of a disability, because the employee requested an accommodation, or before genuinely considering a workable request may raise serious legal concerns. The timing and stated reason for termination should be reviewed carefully.

Philadelphia Disability and Reasonable Accommodation Lawyer

What Our Clients Say

⭐ ⭐ ⭐ ⭐ ⭐

⭐ ⭐ ⭐ ⭐ ⭐

You Asked for Help. Your Employer Made Work Harder.

Workplace Disability Rights in Philadelphia

Employees may be protected by federal, Pennsylvania, and Philadelphia employment laws.

What Counts as a Reasonable Accommodation?

The Interactive Process Should Be a Real Conversation

An employer should not treat the accommodation process as paperwork designed to make you give up.

When an Accommodation Denial Becomes Disability Discrimination

Frequently Asked Questions

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