What Counts as Undue Hardship for a Reasonable Accommodation in California?

By Natalia D. Asbill-Bearor

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Employment Laws

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Last Modified on Oct 18, 2026

Both state and federal laws protect the rights of workers with disabilities throughout California. While employers are generally required to provide reasonable accommodations, they may be exempt when doing so would create an undue hardship. Understanding what counts as undue hardship for a reasonable accommodation in California is an important first step for anyone seeking to protect their rights.

Violations of these protections can potentially leave an employer liable for the harm they cause.

Understanding California’s Reasonable Accommodation Laws

California’s reasonable accommodation laws aim to protect the estimated 4.3 million Californians who live with a disability. Whether someone is based out of Midtown Sacramento, Land Park, Curtis Park, or elsewhere in California, workers with qualifying physical or mental disabilities have the right to request adjustments that allow them to perform their jobs.

These accommodations may include:

• Modified work schedules
• Specialized equipment
• Accessible workspaces
• Changes to certain job duties

Employers must generally evaluate these requests individually and engage in an interactive process to find suitable accommodations. Two important laws protect these rights: The California Fair Employment and Housing Act and the Americans with Disabilities Act. Both laws prohibit covered employers from improperly denying reasonable accommodations.

Under California law, employers with five or more employees are generally required to provide reasonable accommodations, while the federal ADA generally applies to employers with 15 or more employees. Employers must also consider reassignment to a vacant position when appropriate. However, neither law requires employers to eliminate essential job functions or create new positions.

Factors That Determine Whether an Accommodation Creates Undue Hardship

According to the U.S. Department of Labor’s Job Accommodation Network, 61% of reported accommodations cost nothing, while accommodations involving a one-time expense had a median cost of $300. Under California law, employers must consider several factors when determining whether an accommodation creates an undue hardship.

These include the nature and cost of the requested accommodation, the employer’s overall financial resources, the number of employees, and the size and structure of its operations. Employers also consider how the accommodation would affect business operations. An adjustment that would be manageable for a large company may be burdensome for smaller businesses.

Examples of Reasonable Accommodations and Undue Hardship

Reasonable accommodations can take many forms. Common examples could include providing ergonomic equipment, modifying work schedules, installing wheelchair ramps, allowing additional breaks, or permitting remote work when appropriate. Employers may also reassign certain nonessential duties or provide assistive technology to help employees perform job functions.

Examples of undue hardship may include extensive structural renovations that a small business cannot reasonably afford or staffing adjustments that would significantly disrupt essential operations. However, the same accommodation might not create undue hardship for a larger employer with greater financial resources.

When to Hire an Employment Lawyer for Denied Accommodations

The California Civil Rights Department launched 6,089 investigations into alleged civil rights violations in 2024, including accusations that an employer committed disability discrimination. If your employer refused to accommodate a reasonable request tied to your disability, your top priority should be to hire an employment lawyer who understands California employment laws and how to manage your employment case.

Employment law violations in Oak Park, Pocket-Greenhaven, Boulevard Park, and elsewhere in the area can lead to serious setbacks for disabled workers. With support from an employment attorney with Asbill Law Group, your employment case can gain the focus and attention that it deserves.

Our founding lawyer brings more than a decade of experience to these matters, and her dedication to her clients has earned her a five-star rating by Avvo. Ratings and recognition do not guarantee future outcomes.

FAQs

What Is an Example of Undue Hardship for a Reasonable Accommodation?

An example of undue hardship for a reasonable accommodation would include a small business being required to make extensive structural modifications that impose significant expenses relative to its financial resources.

Other examples could include accommodations that substantially disrupt business operations or create serious operational difficulties. California law requires employers to consider factors such as cost, available resources, and the nature of their operations when reviewing such requests.

What Are the Qualifying Conditions for Reasonable Accommodation?

The qualifying conditions for a reasonable accommodation generally include whether the requested adjustment would allow an employee to perform essential job duties without imposing undue hardship on the employer.

Accommodations must address limitations related to a qualifying disability and be effective in helping the employee perform their work. Employers must also consider the cost, practicality, and potential impact of the requested accommodation on business operations.

Who Decides What Qualifies as a Reasonable Accommodation?

Deciding what qualifies as a reasonable accommodation generally involves the employer and employee engaging in an interactive process to identify suitable workplace adjustments. Employers must evaluate requests individually rather than automatically rejecting them.

When disputes arise, agencies such as the California Civil Rights Department and the federal Equal Employment Opportunity Commission may investigate complaints, while courts can ultimately determine whether an employer violated applicable laws.

What Happens When an Employer Denies a Reasonable Accommodation?

What happens when an employer denies a reasonable accommodation depends on whether the refusal was legally justified. Employees can request an explanation, document communications, and explore alternative accommodations with their employer.

If the denial violates California employment laws, workers may file a complaint with the California Civil Rights Department or pursue other legal remedies. An employment attorney can assess whether the employer improperly claimed undue hardship.

Was Your Request for a Reasonable Accommodation Denied? Contact Us Today

Employers cannot simply disregard their legal obligations to workers with disabilities. If your employer has refused to provide reasonable accommodations, our legal team at Asbill Law Group can investigate the circumstances and determine whether your rights were violated. We understand how workplace discrimination can affect your career, financial stability, and well-being.

Our founding attorney has extensive experience representing California employees in complex employment disputes. Her commitment to providing individualized legal guidance and pursuing accountability has earned her high Avvo ratings and recognition as one of the Best Employment Lawyers in Vacaville. Past awards are not a guarantee of future outcomes. Criteria vary by organization.

If you are facing discrimination or an employer has improperly claimed undue hardship, contact our office today to discuss your legal options.