Will EDD approve my UI claim if fired after employer denied ADA accommodation?

Yes, you should be eligible for UI in this case. When an employer terminates you because they can't/won't accommodate a disability, it's generally considered a layoff through no fault of your own. Make sure to be 100% honest in your application about why you were terminated. Don't say you quit - tell them exactly what happened. When you have your eligibility interview with EDD, have documentation ready showing: 1. Your ADA accommodation request 2. Any doctor's notes supporting your condition 3. The employer's response denying accommodation 4. Your termination notice EDD will likely contact your employer for their side, but in my experience, if you were terminated solely because they wouldn't accommodate your disability, you have a strong case.

THis EXACT thing happened to me last yr!! They cant just fire u for needing accomodation!! The ADA law is supposed to PROTECT us!!! My company fired me for needing a modified schedule for my anxiety/depression and EDD approved me no problem. They even tried to say i was "not meeting expectations" but EDD saw right through it. UI is for when ur unemployed for reasons NOT YOUR FAULT and needing accomodations is NOT YOUR FAULT!!!

From an eligibility standpoint, you have a strong case for benefits. When you file your claim, make sure to carefully answer the question about why you're no longer working. Select "Discharged" not "Quit" and when it asks for details, explain that your employer terminated you after determining they couldn't accommodate your ADA request. Be aware your employer will likely contest your claim by arguing either: 1) You couldn't perform essential job functions (which isn't disqualifying if reasonable accommodations would have enabled you to do so) 2) The accommodations presented undue hardship (which is their burden to prove) Make sure you certify for benefits every two weeks while your claim is being processed. When you get your eligibility interview scheduled (which could take 2-4 weeks right now), have all your documentation ready.

If you're having trouble reaching EDD, try using Claimyr. It's a service that gets you through to an EDD agent without having to redial a million times. I used it last month when I had issues with my claim and got through in about 20 minutes instead of spending days trying. Just go to claimyr.com and check out how it works - they have a video demo at https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km that shows the process. It's especially helpful for complicated situations like yours where you really need to talk to a human.

i got denied for something similar but it was my fault i think. i asked for accommodations after i already got written up twice for attendance. they fired me when i asked for a modified schedule and edd sided with them because of the prior write-ups. sounds like your situation is different since you had good reviews before asking for accommodations. good luck!!!

Make sure you understand that this process might take some time. Right now EDD has a backlog, and contested claims (which yours might be) often require an eligibility interview. These interviews are currently being scheduled about 2-6 weeks out depending on case complexity. In the meantime: - Certify for benefits on time every two weeks, even if your claim shows pending - Keep detailed records of all communications with your former employer - Document your job search efforts (EDD currently requires you to look for work) - If your claim is initially denied, immediately file an appeal (you have 30 days) Based on what you've described, you have strong grounds for UI benefits, but be prepared for a possible appeal process if your employer contests.

One more important point: if your employer tries to say you were fired for misconduct or poor performance, EDD will investigate during your eligibility interview. The burden of proof is on the employer to show there was actual misconduct, not just inability to perform duties without accommodation. If they terminated you specifically because they couldn't accommodate your disability, that's generally considered a "no-fault separation" and you should qualify. The key is making sure EDD understands you were willing and able to do your job with reasonable accommodations. Also, document everything - save all emails, texts, and written communications about your accommodation requests and their responses. If your interview was by phone, write down what you remember about the conversation right away while it's fresh in your mind.

my cousin works in HR and she says companies HATE when people file for unemployment after being let go for disability accommodation issues because they almost always lose those cases unless the person really couldn't do the job at all even with accommodations. so your chances are pretty good!!