Washington, DC Disability Discrimination Lawyer

Are you looking for a disability discrimination lawyer in Washington, DC?

At Bloom Fudali, we are trusted disability discrimination lawyers serving clients across Washington, DC and the surrounding area.

If you’ve been fired, demoted, or denied a reasonable accommodation because of a medical condition in Washington, DC, the law may be on your side. Employers do not always follow the laws they must abide by. Our firm has represented employees since Lisa Bloom founded the practice in 2010. We have spent many years holding companies accountable when they mistreat workers with disabilities. Our Washington, DC disability discrimination lawyer can review what happened to you, explain your rights, and discuss your options during a free consultation.

Disability Discrimination Lawyer Washington, DC

A disability discrimination attorney represents workers who were treated unfairly because of a physical or mental condition, history of one, or an employer’s assumption that one exists. That mistreatment takes many forms. Some clients were fired days after disclosing a diagnosis, others asked for a modified schedule and got silence, a write-up, then a termination letter.

Both federal law and District law prohibit this conduct, and they protect job applicants as well as current employees. A Washington, DC disability discrimination attorney evaluates what your employer did, gathers the evidence to prove why it happened, and pursues the compensation the law allows. We handle these cases from the first demand letter through trial when necessary.

Types of Disability Discrimination Cases We Handle in Washington, DC

Disability discrimination shows up in hiring decisions, daily treatment, and the way employment ends. Our Washington, DC disability discrimination lawyers represent employees across every stage of the job relationship. These are the matters we see most often.

• Failure to accommodate. Employers must consider reasonable workplace changes for qualified employees with disabilities, whether that means modified duties, schedule adjustments, or assistive equipment. When a company ignores your request or refuses to discuss it, that refusal can itself be unlawful. We document the request, the response, and the harm that followed.
• Wrongful termination. Some workers are fired shortly after disclosing a condition, requesting leave, or returning from medical treatment. We investigate whether the stated reason for the firing holds up or is unlawful under scrutiny.
• Hiring discrimination. Qualified applicants get screened out because of a visible disability, disclosed condition, or an improper medical inquiry during the application process. These cases depend on what and why the employer made a certain decision.
• Workplace harassment. Mocking a stutter, imitating a limp, or making repeated jokes about an employee’s condition is not workplace banter. It is harassment, and employers who allow it can be held responsible.
• Hostile work environment. When disability-based mistreatment becomes severe or pervasive enough to change the conditions of your job, you may have a claim even if you were never fired. We build these cases through witness accounts, messages, and patterns of conduct.
• Retaliation. Punishing an employee for requesting an accommodation or complaining about discrimination is illegal on its own, separate from the underlying claim. Retaliation cases are often the strongest ones we bring.
• Mental health discrimination. Anxiety, depression, PTSD, and similar conditions receive legal protection just as physical conditions do. Employers frequently get this wrong.
• Medical leave violations. Denying protected leave, or punishing a worker for taking it, frequently overlaps with a disability claim. We evaluate both together.

Why Choose Bloom Fudali as my Disability Discrimination Lawyer in Washington, DC?

Decades of Experience Representing Employees

Lisa Bloom has practiced law since the early 1990s and founded Bloom Fudali in 2010. She earned her law degree from Yale Law School and has been selected to the Super Lawyers list every year since 2015. Arick Fudali is a former prosecutor who has represented victims in civil litigation since 2011. Every attorney at our firm works on discrimination matters, so your case gets the full impact from our team behind it. And because disability claims often intersect with other workplace disputes, an employment lawyer in Washington, DC can evaluate every claim you may have.

A Record of Results With No Upfront Cost

We have recovered millions of dollars for clients in employment and discrimination matters, including verdicts and settlements against large corporations. We work on contingency. You pay nothing upfront, and we receive a percentage only if we win money for you. Consultations are free, so speaking with a disability discrimination attorney in Washington, DC is completely complimentary.

Understanding Disability Discrimination Cases

Protected Conditions, Accommodations, and Employer Obligations in Disability Cases

Disability discrimination law rests on a few core concepts. Federal EEOC guidance describes the framework in plain terms, and these are the ideas that come up in nearly every case we handle:

• Protected conditions. Coverage extends to physical and mental conditions that substantially limit major life activities, along with a record of such a condition or an employer’s perception of one.
• Qualified employees. You must be able to perform the essential functions of the job, with or without a reasonable accommodation.
• Reasonable accommodation. Workplace changes that allow you to do your job, such as modified schedules, remote work arrangements, or equipment.
• The interactive process. Employers are expected to engage in a genuine back-and-forth about accommodation requests rather than dismissing them.
• Retaliation protection. Asserting your rights is protected activity, and punishing you for it creates a separate violation.
• Damages. Depending on the case, compensation can include lost wages, emotional distress damages, and in some situations additional amounts meant to punish the employer.

Mental health conditions deserve a specific mention. Clients regularly ask whether an employer must accommodate an anxiety disorder, and in many situations the answer is yes.

What Are Important Aspects of a Disability Discrimination Case?

Two disability cases rarely look alike, but the strong ones tend to share certain features. Here is what we examine first:

• Documentation. Emails, texts, medical notes, and HR records often decide these cases. Put accommodation requests in writing whenever possible.
• Timing. An adverse action that follows closely after a disclosure or a request raises serious questions about the employer’s real motive.
• The employer’s stated reason. Companies rarely admit discrimination. They cite performance or restructuring, and our job is testing whether that explanation survives the evidence.
• The nature of the mistreatment. A difficult manager is unpleasant, but rudeness alone is not illegal discrimination at work. The conduct must connect to your condition, your record of one, or your protected activity.
• Employment status. The District follows at-will employment rules, but at-will status never gives an employer permission to fire someone because of a disability.

What Is The Disability Discrimination Case Timeline?

No two cases move at the same speed, and the forum you choose affects the schedule. Most matters follow a general path:

• Consultation and investigation. We review your documents, interview you in detail, and assess the strength of the claim.
• Agency filing. Many cases begin with a job discrimination complaint filed with a government agency, which triggers an administrative process.
• Mediation or negotiation. A significant number of claims resolve through settlement discussions before any lawsuit is filed.
• Litigation. If the employer will not resolve the case fairly, we file suit, conduct discovery, and take depositions.
• Resolution. Cases end in settlement, verdict, or an administrative decision, and the timeline can run from several months to a few years.

What Should You Bring to Your Disability Discrimination Consultation?

You do not need a perfect file to meet with us. Bring what you have, and we will help gather what we need for your case as it proceeds.

• Medical documentation describing your condition and any work restrictions
• Written accommodation requests and every response your employer gave
• Performance reviews, discipline records, and termination paperwork
• Pay records showing lost wages, hours, or benefits
• Names and contact information for coworkers who witnessed the treatment

During the consultation, a DC disability discrimination lawyer from our firm will walk through the facts with you and give an honest assessment of your claim. You will leave knowing where you stand.

Washington, DC Legal Resources for Disability Discrimination Cases

Workers in the District are protected by overlapping federal and local laws, and several government resources explain those protections in simpler language:

• The Department of Justice publishes an accessible introduction to the ADA covering workplace rights.
• The Department of Labor maintains a fact sheet on federal disability employment laws and who enforces them.
• District workers can file a discrimination complaint with the DC Office of Human Rights, which enforces the DC Human Rights Act.
• The agency also explains its complaint process and timeline step by step.

These resources help you find the law. Applying it to your situation is a different task, and that is where we come in.

Reach Out to Bloom Fudali to Schedule a Consultation

At Bloom Fudali, our Washington, DC disability discrimination attorney can represent and advocate for you. Your consultation is free, we work on contingency, and you owe us nothing unless we win money for you. We treat every conversation as confidential. Contact us today to get started.

Disability Discrimination Statistics in Washington, DC

Disability claims now make up a far larger share of workplace discrimination charges in the District than they did fifteen years ago. In fiscal year 2009, fewer than one in five EEOC charges filed from Washington, DC alleged disability discrimination. By 2022, the figure was close to one in three. That trend matches what we see at Bloom Fudali. More workers are asking for accommodations, and more employers are answering with silence, discipline, or a termination letter.

The labor data shows why these cases carry so much weight for the people who bring them. Workers with disabilities are employed at a fraction of the rate of other workers, and they are more likely to be out of work. A disability discrimination lawyer in Washington, DC treats these numbers as context rather than proof. Your claim still depends on your own facts.

• According to EEOC charge data, 159 charges filed from the District in fiscal year 2022 alleged disability discrimination, which was 31.2% of all charges from DC that year.
• Disability claims represented 18.9% of DC charges in fiscal year 2009, so their share grew by more than 12 percentage points over 13 years.
• Census Bureau figures show that 8.5% of District residents under age 65 lived with a disability between 2020 and 2024.
• The unemployment rate for people with a disability rose to 8.3% in 2025, about double the 4.1% rate for people without one, according to BLS disability data.
• In 2025, 3.4% of employed people with a disability worked for the federal government, compared with 2.4% of employed people without a disability.

Mistakes That Can Damage Your Disability Discrimination Claim

Many of these cases are determined by evidence that exists before any legal proceedings begin. Some mistakes can be corrected. Others can’t.

1. The request was only made out loud. A verbal request to your supervisor still counts. Follow up with a short email that describes your limitation and the change you need, and keep a copy somewhere other than your work account.
2. You waited to see if things would improve. Filing deadlines begin when the discriminatory act happens, and they do not pause while you decide what to do. A demotion in March and a firing in November may each carry a separate deadline.
3. You resigned before talking to a lawyer. Quitting can make a strong case harder to prove. Conditions sometimes become intolerable enough to justify leaving, but that decision should follow a conversation with counsel.
4. Your records stayed on company systems. Most employees lose access to their work email the day they are let go. Save your own copies of accommodation requests, HR replies, performance reviews, and doctors’ notes. Do not take confidential business documents that have nothing to do with your claim.
5. HR heard that it was “nothing.” Brushing off your condition gives the employer room to argue it never knew about your disability. You can keep medical details limited while still being clear that a condition exists and affects your work.
6. The dispute ended up on social media. Defense lawyers routinely review a plaintiff’s public accounts. A frustrated post about your boss can become an exhibit at your deposition.
7. A few performance issues seemed to end the case. A late arrival or a missed deadline does not give a company permission to discriminate, and no one needs to be a perfect employee to hold an employer accountable. The real question is why the decision was made.
8. You signed a severance agreement right away. Severance agreements usually ask you to release legal claims in exchange for payment. Once signed, that release can end a case before it starts. Our firm negotiates severance packages for employees, and the first offer is often open to negotiation.

Washington, DC Disability Discrimination Lawyer FAQs

How Much Does a Disability Discrimination Lawyer in Washington, DC Cost?

You pay nothing upfront. Bloom Fudali handles disability discrimination cases on contingency, so we receive a percentage of what we recover for you and nothing if there is no recovery. The first consultation is free, and we explain the fee arrangement before you sign anything.

How Long Do I Have to File a Disability Discrimination Claim in Washington?

The deadlines are short. A complaint with the DC Office of Human Rights must be filed within one year of the discriminatory act or its discovery. Under the EEOC filing deadlines, a charge from the District generally must be filed within 300 days. District law now allows two years to sue in court, and a timely OHR complaint pauses that clock.

Are the Deadlines Different for Federal Employees in DC?

The deadlines are much shorter for federal workers. Federal employees and applicants generally must contact an EEO counselor at their own agency within 45 days of the discriminatory act, or of the date a firing or demotion takes effect. Missing that window can eliminate a claim that would otherwise be valid.

What Compensation Can I Recover in a Disability Discrimination Case?

Compensation may include back pay, lost benefits, front pay, and emotional distress damages. Punitive damages are possible when an employer acted with malice or reckless disregard. Federal law caps combined compensatory and punitive damages at $50,000 to $300,000 based on employer size, as the EEOC remedies page explains. Claims under District law are not subject to those federal caps, which is one reason a Washington, DC disability discrimination lawyer weighs both options.

Can I Bring a Claim While I Still Work There?

You can. A denied accommodation, a demotion, or ongoing harassment can support a claim without a termination. Retaliating against you for asserting your rights is unlawful on its own, and we help working clients protect their jobs while the claim moves forward.

Will My Employer Know I Talked to a Disability Discrimination Attorney?

Your employer will not know unless you want it to. Consultations with Bloom Fudali are confidential, and we do not contact your employer without your permission. Some clients want a demand letter sent right away, while others gather documents quietly first.

What If I Was Treated Unfairly for More Than One Reason?

That’s common. A worker with a chronic illness may also be pregnant, over 40, or targeted for being LGBTQ, and each protected trait can support its own claim. Our Washington, DC disability discrimination attorneys evaluate every basis together. When the facts point beyond disability alone, we may pursue a broader job discrimination claim as well.

Can My Employer Retaliate If I Report Other Violations?

Retaliation protection reaches beyond discrimination complaints. Employees who report safety hazards or illegal conduct may also have whistleblower protections, and we have settled cases for workers fired soon after raising those concerns. A DC disability discrimination lawyer from our firm will review both reports together.

Does Bloom Fudali Represent Employers?

Bloom Fudali does not represent employers. We represent employees and individuals only, so no corporate client’s interests ever compete with yours.

What Happens After I Contact Bloom Fudali?

Our firm reviews what you send and schedules a free consultation. A disability discrimination attorney then asks detailed questions about your condition, your requests, and your employer’s response. You’ll get an honest answer about whether we can help.

Important Resources for Washington, DC Disability Discrimination Cases

Washington, DC Courts and Agencies for Disability Discrimination Claims

Which agency or court hears a claim depends on the laws involved and the type of employer. A disability discrimination lawyer in Washington can tell you which of the following resources can help your circumstances.

• The EEOC Washington Field Office accepts charges from District workers and can be reached at 1-800-669-4000.
• The DC Superior Court Civil Division handles most civil lawsuits filed under District law, and its Civil Actions Branch can be reached at (202) 879-1133.
• The U.S. District Court for the District of Columbia handles many cases brought under federal law, and its Clerk’s Office can be reached at (202) 354-3000.

What Are Important Local Resources for Washington, DC Disability Discrimination Cases?

Some local resources focus less on litigation and more on helping workers with disabilities stay employed or return to work.

• The Office of Disability Rights provides information about disability rights and can be reached at (202) 724-5055.
• The Department on Disability Services oversees vocational rehabilitation services and can be reached at (202) 730-1700.
• Disability Rights DC at University Legal Services advocates for District residents with disabilities and can be reached at (202) 547-0198.

Bloom Fudali does not endorse and is not affiliated with any organization listed above. These resources are provided for informational purposes only.

About Bloom Fudali

Partner and Managing Attorney Arick Fudali served as an Assistant State Attorney for the 17th Judicial Circuit in Broward County, Florida, after earning his law degree from the Levin College of Law at the University of Florida. He is admitted to practice in New York, Florida, and California. Founder Lisa Bloom hosted a live legal show on Court TV and has appeared as a legal analyst on CNN, ABC, CBS, and NBC. Our trial work has produced an $8.4 million jury verdict for a sexual harassment victim and a $1.8 million award in a gender pay disparity case.

What Our Clients Say

★★★★★

“I am a licensed California Employment attorney who had the amazing privilege of referring clients to the Bloom Firm. Lisa Bloom is well respected, smart, tough, and kind, and her entire staff is phenomenal. It was evident that they truly care about their clients and go above and beyond. Additionally they were able to get amazing results that allowed the clients to find justice. If you want kind, knowledgeable, strong, and effective counsel, then you are in great hands at the Bloom Firm.” – Brian Heit

Read more reviews on our Google Business Profile.

Additional Resources for Washington, DC Disability Discrimination Cases

• The Bloom Zoom (Episode 9) I’m Scared to Return to Work. What are My Rights?
• The Bloom Zoom (Episode 8) Can My Employer Make Me Get A Coronavirus Test?
• The Bloom Zoom (Episode 6) Was My Layoff Illegal
• Workplace Harassment No One Talks About

Contact Bloom Fudali

If your employer denied an accommodation, pushed you out after a diagnosis, or retaliated when you spoke up, talk with a disability discrimination attorney in Washington, DC about what happened. We work on contingency, so you pay nothing unless we recover money for you. During the free consultation, we review your documents, identify the deadlines that apply, and give you an honest assessment. Weekend appointments are available. Contact us to schedule your consultation.