Ferraro Vega Employment Lawyers help workers in Seattle when they face discrimination at work. For many people, work provides more than income—it offers structure, identity, and a sense of belonging. That can be especially true for those living with a disability.
When your employer discriminates against you because of your disability–or looks at you differently–it’s not just frustrating, it’s illegal. Our team can help you hold your employer and anyone else accountable. Set up a free consultation today to get started.
Do I Need a Lawyer?
If you’re already dealing with a disability and your employer is making it harder—not easier—for you to stay on the job, it may be time to speak with a lawyer. While the law gives you a clear right to request “reasonable accommodations,” not all employers follow through. Some may drag their feet, push you out, or even retaliate just for speaking up. That’s where legal guidance makes a real difference. Our team helps workers across Seattle stand up to disability-based discrimination by:
- Explaining your rights under state and federal law
- Helping you gather records, emails, and other documentation
- Communicating with your employer or HR
- Filing formal complaints or taking legal action if needed
Even if you’re unsure whether what’s happening is discrimination, a consultation can help you understand where you stand—and what you can do next.
What Counts as a Disability Under Washington Law?
Most people understand what a disability is (at least generally.) But legally, there’s important distinctions to be made when it comes to how it impacts your ability to work and whether or not you’re experiencing discrimination.
So, it’s important to know what actually counts as a disability. To do that, we have to look at Washington’s Law Against Discrimination (WLAD), as well as the Americans With Disabilities Act (ADA). These statutes, out of necessity, define a disability as broadly as possible to include things like:
- Depression
- Anxiety disorders
- PTSD
- Bipolar disorder
- Schizophrenia
- Autism spectrum disorders
- Learning disabilities or intellectual disabilities
- Mobility impairments
- Diabetes, epilepsy, asthma, or chronic illness
- Vision, speech, or hearing impairments
- Cancer, HIV, or other serious medical diagnoses
- Pregnancy-related limitations
- Neurological disorders
- Long COVID or lingering post-viral complications
Importantly, you’re also protected if you’re perceived as disabled. This usually applies if you’re injured or are having short-term medical or psychological complications (rather than being fully diagnosed.) But the fact remains that it’s not your job to fit a textbook definition—what matters is how your employer treats you.
How Do Employers Discriminate Against Disabled Workers?
Disability discrimination isn’t always loud or obvious. In some cases, it shows up as a subtle shift in tone, lost opportunities, or suddenly being left out of meetings. In others, it’s much more blatant. Here are some examples of what disability discrimination might look like in your Seattle workplace:
- You’re denied a job because of your disability—even though you’re qualified
- Your employer refuses to provide a “reasonable accommodation” for your condition, like not letting you have necessary assistive devices or a different schedule
- You’re punished, demoted, or let go after disclosing a disability
- Coworkers or supervisors mock, tease, or harass you about your condition
- You’re passed over for promotions despite strong performance
- You earn less than coworkers doing the same job, without explanation
Even if the treatment feels “off” but not illegal, it’s worth exploring. Discrimination often builds gradually, but every situation is different. Regardless, it’s something no worker should have to tolerate.
What Legal Options Do I Have If I’ve Been Discriminated Against Because of My Disability?
While it’s hard to think about, you do have certain options if you feel like you’re being discriminated against at your job because of your disability. What’s more, these options can give you a sense of control in a situation where that can feel out of reach. Most of the time, your options are going to be built around:
- Filing a complaint with the Washington State Human Rights Commission (WSHRC)
- Bringing a claim under the federal ADA
- Filing a civil lawsuit against your employer
Through a WSHRC or ADA complaint, you’re asking the federal government to get involved and investigate. Usually, this means providing documentation and any other pieces of evidence you have, with your employer doing the same. From there, either agency takes their findings and issues a ruling–as well as a “right to sue” letter that allows you to go further.
If your discrimination continues, or gets worse, you can then move on to filing a lawsuit in civil court. With our team’s guidance, we’ll make a case for your “damages” that might include:
- Back pay and lost future wages
- Damages for emotional distress or reputational harm
- Punitive damages (in some cases)
- Job reinstatement or modifications
- Attorneys’ fees
Washington law generally gives you three years to file a disability discrimination lawsuit, but other deadlines may apply if you’re filing a complaint with the government (usually around six months). However, the sooner you act, the better your chances at getting the support you’re going to need.
What Information Should I Hold Onto If I’m Experiencing Disability Discrimination At Work?
If you’re dealing with unfair treatment at work because of a disability—or even because your boss thinks you have one—it can be hard to know where to start. You might feel like it’s all just in your head, or that no one will believe you. But if something feels off, it’s worth paying attention—and keeping a record of what’s going on. Here are a few key pieces of information that you should hold onto:
- Anything that explains your condition – You don’t have to share every detail with your job, but if you let them know about a health issue or gave them a doctor’s note, hang on to a copy. That helps show you were upfront about what you needed to keep working.
- Your requests for an accommodation – If you asked for something to make work more doable—a different schedule, a stool to sit on, time off for treatment—save that too. Even if it was just a quick email or conversation with your manager, jot it down somewhere. That’s key in showing that you asked for–and didn’t receive–an accommodation.
- How your boss or HR responded – Keep track of how your employer responded when you asked for your accommodation. If they started treating you differently, outright refused, or simply started dragging the process out, make sure to have documentation. A text, an email, or even notes you write after a conversation can help tell the full story.
- When things started changing – It’s incredibly important to have a solid timeline, so make sure you have something that shows what happened and when. It doesn’t have to be fancy–but showing patterns can be powerful.
- Coworkers who noticed – If someone you work with pulled you aside and said, “That wasn’t okay,” ask if they’d be willing to back you up later. A short statement or just knowing they’re on your side can make a difference.
- Work policies – If your company has an employee handbook or anti-discrimination policy, see what it says about disability rights or accommodations. If they didn’t follow their own rules, that’s worth noting.
You don’t need to build a perfect case file. But the more details you hold onto now, the easier it’ll be to show what’s really been going on—especially if the situation doesn’t get better on its own.
Talk to Our Seattle Disability Discrimination Lawyers Today
You’ve worked hard to overcome challenges—discrimination shouldn’t be one of them. If your employer has denied your accommodations, harassed you, or treated you differently because of a disability, it’s time to understand your rights and consider your next steps.
Ferraro Vega Employment Lawyers is here to support you and any other Seattle worker that’s been sidelined or mistreated. Let’s talk about what happened and how we can help. Reach out for a free consultation today.
