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!!

Just wanted to add that you should also consider filing a complaint with the EEOC (Equal Employment Opportunity Commission) about your employer's failure to provide reasonable accommodations. You have 180 days from the date of termination to file, and it's completely separate from your unemployment claim. Even if you don't pursue legal action, having an EEOC complaint on file can actually strengthen your UI case because it shows a pattern of discrimination. The EEOC complaint won't affect your unemployment benefits timeline, but it creates an official record that your employer violated ADA requirements. Plus, if you decide to pursue legal action later, you need to file with EEOC first anyway. You can file online at eeoc.gov or call 1-800-669-4000. It's free and you don't need a lawyer to file the initial complaint. Given that you had 3 years of good performance reviews and they fired you within 3 months of requesting accommodation, you have a really strong case for both UI benefits and potential ADA violations.

I went through something very similar about 8 months ago and want to share what worked for me. My employer terminated me after I requested accommodation for my chronic pain condition (needed ergonomic equipment and occasional work-from-home days). Here's what I learned that might help you: 1. **Be very specific in your UI application** - When they ask why you were terminated, I wrote exactly: "Employer terminated me after determining they could not provide reasonable accommodations for my documented disability as required under ADA." Don't sugarcoat it. 2. **The eligibility interview is crucial** - They scheduled mine about 3 weeks after I filed. The interviewer asked detailed questions about my accommodation requests, my job performance before requesting accommodations, and whether I could perform the essential functions of my job with accommodations. Having all my documentation organized made a huge difference. 3. **Your employer will likely contest** - Mine did, claiming I couldn't perform "essential job functions." But since I had emails showing I specifically requested accommodations that would have allowed me to do my job, EDD ruled in my favor. 4. **Timeline was about 5 weeks total** - From filing to getting my first payment. The contested claim added about 2 weeks to the process. I was approved and received benefits for 4 months while I found a new job with an employer who actually values ADA compliance. Your situation sounds even stronger than mine was since you had 3 years of good reviews. Stay strong - you've got this!

I'm sorry you're going through this - it's incredibly stressful to lose your job and worry about finances, especially when you feel like you were treated unfairly. Based on what you've described, you have a very strong case for UI benefits. The fact that you worked there for 3 years with solid performance reviews until requesting accommodations 3 months ago creates a clear timeline that works in your favor. EDD will look at whether you were terminated due to misconduct or inability to perform essential job functions - but needing reasonable accommodations isn't misconduct, and if simple accommodations like a standing desk and flexible breaks would have allowed you to do your job, then you weren't truly unable to perform essential functions. A few things to keep in mind as you navigate this process: - When you file your claim, be completely honest about the circumstances. Select "discharged" and explain that your employer terminated you after determining they couldn't accommodate your disability - Start looking for work immediately and document your job search activities - this shows EDD you're able and available for work with accommodations - Keep all your documentation organized: accommodation requests, medical notes, performance reviews, termination letter, and any communications with your employer - Be prepared for your employer to contest the claim, but don't let that discourage you - many employers contest legitimate claims hoping people won't fight back The accommodation requests you described (standing desk and flexible breaks) sound completely reasonable for most customer service positions. EDD will evaluate whether your employer had legitimate reasons for denial or if they were just avoiding their ADA obligations. Stay strong and don't let them intimidate you out of filing for benefits you're entitled to!

I'm really glad you found this community and are getting such helpful advice! Your situation sounds very similar to what I went through last year when my employer terminated me after I requested accommodations for my chronic illness. One thing I wanted to add that might help: when you have your EDD eligibility interview, be prepared for them to ask very specific questions about what accommodations you requested and why they were necessary for you to do your job. The interviewer in my case wanted to understand exactly how my requested accommodations (which were also pretty minimal) would have enabled me to perform my essential job functions. It really helped that I had printed out the job description from when I was hired and could show how the accommodations wouldn't prevent me from doing any of the core responsibilities listed. If you still have access to your original job posting or employee handbook, grab those documents too. Also, don't be surprised if the process takes longer than expected - mine took about 6 weeks total because my employer contested it, but I was ultimately approved and received back pay for the entire period. The stress during those weeks was awful, but it was worth fighting for. You clearly know your rights and have strong documentation, so I'm confident you'll get through this. Hang in there, and remember that asking for reasonable accommodations is completely legal and appropriate - your employer is the one who messed up here, not you.

I'm so sorry you're dealing with this situation - it's incredibly frustrating when employers try to avoid their ADA obligations by just firing people instead of providing basic accommodations. Based on everything you've described, you definitely have strong grounds for UI benefits. The accommodations you requested (standing desk and flexible breaks) are textbook examples of "reasonable accommodations" - they're minimal cost, wouldn't disrupt operations, and would allow you to perform your job duties. The fact that your employer didn't even explore alternatives or discuss the specifics before terminating you actually strengthens your case. A few additional thoughts: - Make sure to mention in your application that you were "willing and able to work with reasonable accommodations" - If possible, get a letter from your doctor explaining how the accommodations would enable you to perform your job functions - Keep records of any job applications you submit while your claim is pending - EDD wants to see you're actively seeking work Your employer's termination letter saying "unable to perform essential job functions" without mentioning they refused accommodations is actually pretty telling. During your interview, EDD will likely ask them to justify why they couldn't provide a standing desk and flexible breaks - and "undue hardship" is going to be very hard for them to prove for such basic requests. You've got solid documentation and a clear timeline showing this was retaliation for requesting accommodations. Don't let them scare you out of benefits you're absolutely entitled to. Good luck!

I'm so sorry you're going through this - losing your job after requesting basic accommodations is incredibly stressful and unfair. From everything you've described, you absolutely should qualify for UI benefits. The fact that you had 3 years of solid performance reviews and were only terminated after requesting accommodations creates a very clear timeline that works in your favor. I went through something similar about 18 months ago when my employer fired me after I requested accommodations for my ADHD (just flexible scheduling and the ability to use noise-cancelling headphones). Like you, they claimed "undue hardship" for what were really minimal requests. EDD approved my claim after about 4 weeks, even though my employer contested it. A few things that helped me: - I kept copies of ALL communications about my accommodation requests - During my EDD interview, I emphasized that I was willing and able to work WITH accommodations - I had a letter from my doctor explaining why the accommodations were necessary for me to perform my job functions Your requests for a standing desk and flexible breaks are so reasonable - any employer claiming those create "undue hardship" for a customer service role is going to have a very hard time proving that to EDD. The fact that they didn't even try to work with you or explore alternatives shows they were just looking for an easy way out of their ADA obligations. File your claim as soon as possible and don't let them intimidate you. You deserve these benefits, and from what you've shared, you have a very strong case. Hang in there!

I'm really sorry you're going through this situation - it's incredibly stressful to lose your job, especially when you feel like you were treated unfairly for simply asking for basic accommodations you're legally entitled to. Based on what you've described, you have an excellent case for UI benefits. The key factors working in your favor are: 1. **Strong work history** - 3 years of solid performance reviews shows you were a capable employee 2. **Clear timeline** - Problems only started after requesting accommodations 3 months ago 3. **Reasonable requests** - A standing desk and flexible breaks are textbook reasonable accommodations 4. **Employer's failure to engage** - They didn't try alternatives or discuss specifics before terminating you When you file your claim, make sure to: - Select "discharged" not "quit" - Be specific: "Terminated after employer determined they could not provide reasonable ADA accommodations" - Keep all documentation organized for your eligibility interview - Start job searching immediately and document your efforts Your employer will likely contest the claim arguing "undue hardship," but EDD will examine whether accommodations costing a few hundred dollars truly create hardship for your company. Most employers lose these contests unless they can prove genuine operational or financial burden. The process might take 4-6 weeks, especially if contested, but based on similar cases shared here, you should ultimately be approved. Don't let them intimidate you out of benefits you've earned - you did nothing wrong by requesting legal accommodations. Stay strong and document everything. You've got this!

I'm so sorry you're dealing with this - it's absolutely infuriating when employers think they can just fire people to avoid their basic ADA obligations. Based on everything you've shared, you have a really strong case for UI benefits. What really stands out to me is that you had 3 years of solid performance reviews and only got terminated after requesting accommodations 3 months ago. That timeline alone tells the whole story - this wasn't about your ability to do the job, it was about them not wanting to spend a few hundred dollars on a standing desk and allow flexible breaks. The accommodations you requested are incredibly reasonable for a customer service position. I mean, come on - a standing desk and flexible breaks? That's hardly going to bankrupt a company or disrupt operations. The fact that they didn't even try to work with you or explore alternatives before firing you actually strengthens your case because it shows they weren't acting in good faith. When you file your claim, definitely be specific about why you were terminated. Don't let them frame this as you being unable to do your job - you were willing and able to work with basic accommodations that any reasonable employer should provide. Their termination letter saying "unable to perform essential job functions" without mentioning they refused accommodations is pretty telling about how they know they screwed up. EDD sees cases like this all the time, and employers who fire people to avoid accommodation costs usually lose when they try to contest UI claims. Hang in there - you did absolutely nothing wrong, and you deserve these benefits!

I'm really sorry you're going through this situation - it's incredibly frustrating and stressful to lose your job after simply requesting basic accommodations that you're legally entitled to under the ADA. From everything you've described, you have a very strong case for UI benefits. The key factors working in your favor are clear: 3 years of solid performance reviews, termination only occurring after requesting reasonable accommodations, and an employer who didn't even attempt to engage in the interactive process required under ADA law. A standing desk and flexible breaks for a back injury are textbook examples of reasonable accommodations that would typically cost an employer very little and wouldn't fundamentally alter the nature of your customer service role. Their claim of "undue hardship" for such minimal requests is going to be very difficult for them to justify to EDD, especially if you worked for a company of any reasonable size. When you file your claim, make sure to: - Select "discharged" rather than "quit" - Be specific about why you were terminated: "Employer terminated me after determining they could not provide reasonable ADA accommodations for my documented disability" - Gather all your documentation: accommodation requests, medical records, performance reviews, and their response - Start documenting your job search efforts immediately Your employer will likely contest the claim, but based on similar cases shared in this community, employers rarely succeed when they've clearly terminated someone to avoid accommodation costs rather than for legitimate performance or misconduct reasons. Stay strong and don't let them intimidate you out of benefits you've rightfully earned. You did absolutely nothing wrong by requesting legal accommodations, and you deserve support while you find an employer who actually values ADA compliance.

I'm so sorry you're dealing with this - it's incredibly stressful to lose your job after requesting basic accommodations that should have been easily provided. Based on what you've shared, you absolutely have a strong case for UI benefits. The timeline you've described is really telling: 3 years of solid performance reviews, then termination just 3 months after requesting accommodations. That's textbook retaliation for ADA requests, not legitimate performance issues. A standing desk and flexible breaks are among the most reasonable accommodations you could ask for - we're talking about minimal cost and zero operational disruption. When you file your claim, be very clear that you were "discharged after employer refused to provide reasonable ADA accommodations." Don't let them frame this as inability to perform essential functions - you were willing and able to work with basic accommodations that any decent employer should provide. Make sure you have all your documentation ready: your accommodation requests, any medical notes about your back injury, your performance reviews showing good standing before the accommodation request, and their termination notice. The contrast between your solid work history and sudden termination after requesting accommodations will be very clear to EDD. Your employer will likely contest this claim, but honestly, claiming "undue hardship" for a standing desk and flexible breaks is going to be nearly impossible for them to prove. EDD sees right through these situations where employers fire people to avoid their ADA obligations. You did absolutely nothing wrong here - you followed the proper process for requesting legal accommodations and they chose discrimination over compliance. Fight for those benefits - you've earned them and you deserve support while finding an employer who actually respects workers' rights.