Is Working from Home a Reasonable Accommodation in California?

By Natalia D. Asbill-Bearor

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Employment Laws

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Last Modified on Sep 15, 2026

Employers do not always have to allow employees to work remotely. An employee’s particular limitations and job duties matter. The employer’s business and other potential solutions also play a part. This may leave many employees wondering, “Is working from home a reasonable accommodation in California?”

When working from home does not create an undue hardship and allows the employee to perform essential job functions, California law considers remote work to be a possible reasonable accommodation.

The Asbill Law Group Way

The Asbill Law Group offers employment representation for employees in Sacramento and surrounding communities. We can help with disability discrimination issues and reasonable accommodation requests. Our employment lawyers handle employment cases in both California state and federal court.

We offer employees direct access to lawyers who can evaluate their employer’s workplace policies, requests for accommodation, medical documentation, responses from the employer, and other information under California law.

When Working From Home Can Be a Reasonable Accommodation

California law requires employers to provide reasonable accommodations for known physical and mental disabilities. Employers are not required to lower production standards or provide accommodations that would cause undue hardship.

California Government Code § 12940 makes it illegal for an employer to fail to make reasonable accommodations for the known disability of an employee or applicant. The California Code of Regulations lists several examples of reasonable accommodations. Working remotely is one possible accommodation.

According to statistics from the Bureau of Labor Statistics from 2025, 17.8% of workers who sought or made a change at work due to a health condition or difficulty that limited their ability to do their jobs mentioned telework. At 47.8%, schedule modifications were the most frequent.

Whether an employee can work remotely often comes down to whether the employee is able to perform essential job functions while working from home. Employers should identify essential job functions when evaluating accommodations.

An employee who handles mostly administrative tasks that can be done electronically may be able to make a stronger argument for working from home than a warehouse employee whose essential job functions require access to on-site machinery.

When an Employer Refuses

Employers do not have to provide the accommodation requested by an employee if another effective accommodation is available. For example, allowing an employee to work flexible hours or modifying the employee’s workspace might be alternative accommodations.

Employers can also deny a requested accommodation if it would create an undue hardship. Factors to consider can include the cost of the accommodation and the employer’s size, financial resources, and the nature of the employer’s business. Accommodations that would fundamentally alter the workplace might also create an undue hardship.

Employers should analyze the specific employee’s job rather than apply assumptions about employees working remotely. Prior course of conduct may also be a factor. If the employee previously worked from home without issue or if other employees in similar positions can work remotely, the employer may be required to allow remote work.

The Reasonable Accommodation Process

California employment laws require employers and employees to participate in a good-faith interactive process when the employee requests an accommodation or when the employer becomes aware that the employee may need an accommodation.

Employers and employees should communicate to understand the employee’s limitations and what accommodations they may need to perform essential job functions to address those limitations. Workplace accommodations could include: 

• Working remotely on a full-time or part-time basis
• Working from home some of the time and coming into the office other times
• Modified or flexible schedule
• Adjusted duties
• Alterations to the employee’s workspace
• Leave of absence or a transfer to a vacant position

Employers cannot ignore a request for accommodation.  However, an employee may be required to consider alternatives if the employer can provide another effective accommodation.

Hire an Employment Lawyer

Employees who wish to contest a denied accommodation or who believe their employer has treated them unfairly should consider hiring an employment attorney. A California employment attorney can help identify whether the employee’s job description and actual duties are aligned. An attorney can also assess whether the employer’s reason for denying the accommodation is valid.

Employment litigation in Sacramento County may take place at the Tani G. Cantil-Sakauye Sacramento County Courthouse, 500 G Street, Sacramento, CA 95814. The courthouse is downtown Sacramento, in the Sacramento Railyards.

FAQs

What Qualifies as a Reasonable Accommodation to Work From Home?

Whether California law allows an employee to work from home depends on the facts and circumstances. An employee does not have a general right to work from home under California law. Instead, work-from-home laws apply if an employee qualifies for an accommodation under California disability laws or if the employee has an employment agreement that provides for telework.

Does California Have a Work From Home Allowance?

There is no blanket right or “work from home allowance” for employees who can perform their job duties remotely. If an employee has a qualifying disability, they may be entitled to telework if it would be a reasonable accommodation. An employer should still meet and determine whether there is an effective accommodation available through a timely, good-faith interactive process.

Can My Employer Refuse to Allow Me to Work From Home?

An employer is usually within their rights to reject a work-from-home request if remote work isn’t mandated as a reasonable accommodation, would hinder the employee’s ability to complete core job tasks, or would impose an excessive burden.

An employer can also provide an alternative effective accommodation. However, when disability accommodation laws come into play, employers typically must go through the interactive process rather than just refusing the request outright.

What Is the Seven-Minute Rule in California?

California employers can round employee time to the nearest quarter hour under what is known as the “seven-minute rule.” Seven minutes is often used as the benchmark for rounding because it is half of a quarter-hour.

California courts have taken issue with employer rounding policies where the employer has the electronic ability to record actual hours worked. Employers are required to pay employees for all time worked, and businesses should not assume the seven-minute rule applies in every circumstance.

Speak With Us Today

If you believe you have been denied a reasonable accommodation to work from home, Asbill Law Group can inform you of your rights. Contact us today to get started.