How the Law Protects People with Disabilities, Part 2: Your Rights

Living with a disability should never mean settling for second-class treatment. Yet, many people still face daily hurdles at work, in public, and when trying to access services. These barriers, whether physical or procedural, continue to affect individuals who deserve the same rights as everyone else.

As we covered in part one of this series on definitions, the Americans with Disabilities Act (ADA) was written to make sure people with disabilities are protected from discrimination and can hold others accountable when those rights are denied. In part two, we’re focusing on the actual rights owed to people with disabilities under the ADA (and the Rehabilitation Act for federal workers).

What are Your Rights as a Person with Disabilities?

If you’re living with a disability, the law gives you the ability to request accommodations that help you function in daily life and work. These protections apply if your condition significantly affects one or more major areas of your life, such as walking, seeing, communicating, or learning. It also covers people with a record of such a condition or who are treated unfairly because others believe they have one.

The ADA covers many areas. In public spaces, you’re entitled to fair access. In the workplace, you can ask for support that makes it possible for you to do your job. In general, once a business or organization knows about your disability and what it requires, they are expected to take reasonable steps to assist. Ignoring your request or punishing you for making one is unlawful.

What Public Accommodations are Required Under the ADA?

Businesses open to the public are usually covered under Title III of the ADA. That includes restaurants, hotels, medical offices, stores, theaters, and more. These places are required to remove barriers and offer accommodations, so long as doing so is not too difficult or expensive given their resources.

They may need to provide wider doorways, accessible restrooms, or clear paths of travel. They might also have to adjust their policies. For example, letting service animals into places that normally don’t allow pets, or offering printed materials in formats readable by blind or low-vision individuals.

Buildings constructed after the ADA went into effect must meet accessibility design standards. Older buildings may not have to comply to the same degree, but they still must take reasonable steps to improve access. When organizations fail to act (even when changes are reasonable or simple), they may be breaking the law.

Special Accommodations for Workers with Disabilities Under the ADA

In the workplace, the ADA protects people who are qualified for the job they hold or seek. That means they meet the basic requirements and can carry out the essential tasks, either as-is or with support. These supports include physical adjustments, changes in scheduling, or the use of assistive tools.

Employers are not expected to restructure entire jobs or take on unreasonable burdens. The law refers to this threshold as an “undue hardship.” Still, employers must take requests seriously and engage in a process to find a solution. Refusal without explanation or good faith effort could be grounds for legal action.

To activate your rights, the employer simply needs to know both that you have a disability and what accommodations are required. Once that information is shared, the law expects the employer to respond fairly even if you haven’t submitted any type of formal documentation. Awareness is the notice.

As noted above, those who work in federal roles are covered under the Rehabilitation Act. It provides similar protections, but the steps for reporting and resolving issues may vary. Federal employees typically must initiate the process by contacting an Equal Employment Opportunity (EEO) counselor within 45 days of the discriminatory act. From there, the process follows a structured administrative route before a claim can proceed to court.

Protecting the Civil Rights Owed to All Americans

You should never feel forced to choose between your independence and your dignity. If someone has denied you access, ignored your legal rights, or refused fair treatment because of a disability, you deserve a team that will stand up for you. Contact Justly Prudent and let us help you assert the rights guaranteed by law. Together, we defend civil rights with passion and purpose.

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DISCLAIMER: The information in this article is provided for general informational purposes only and may not reflect the current law in your jurisdiction. No information contained in this post should be construed as legal advice from Justly Prudent or the individual author, nor is it intended to be a substitute for legal counsel on any subject matter. No reader should act or refrain from acting on the basis of any information included in, or accessible through, this article without seeking the appropriate legal or other professional advice on the particular facts and circumstances at issue from a lawyer licensed in the recipient’s state, country, or other appropriate licensing jurisdiction.