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The ADA provides the broadest protection for employees with sleep disorders. While the FMLA may provide time off for testing, treatment and recovery, the ADA may require more significant changes to the work environment, including scheduling changes and modified duties.

Hearing loss may affect major life activities such as working. People with hearing loss and related limitations may qualify as disabled under the ADA, entitling them to reasonable accommodations.

EEOC rules implementing the Pregnant Workers Fairness Act say employers should routinely grant pregnant employees’ requests for time off to attend pregnancy-related medical appointments. It’s so clear-cut that one employer just quickly agreed to settle when the EEOC threatened to file a failure-to-accommodate lawsuit under the PWFA.

We have an employee with hearing loss who refuses to wear hearing aids. She doesn’t seem to realize or care how this affects those around her when she can’t hear conversations, etc. How should we deal with this?

The ADA says job applicants simply aren’t required to reveal a disability unless they choose to do so. They can request accommodations at any time.

Gender dysphoria is not the same as one’s gender identity.

Title VII makes it unlawful for an employer to deny a reasonable accommodation to an individual who wants to practice their religion by, for example, observing a religious holiday or taking time to pray, unless doing so will create an undue hardship.

The EEOC has filed its first lawsuit alleging violations of the Pregnant Workers Fairness Act. Don't make these same mistakes.

Here’s a warning for employers that insist workers taking medical leave must be fully healed before returning to work.

The ADA requires employers to reasonably accommodate disabilities—if the employee asks.