The laws enforced by EEOC against disability discrimination provide job applicants and employees with four basic rights:
- The laws enforced by EEOC prohibit an employer from treating you differently, or less favorably, because you or a friend, parent, or someone else you associate with has a disability, has a history of once having a disability, or is treated as having a disability.
- The laws enforced by EEOC prohibit harassment at work, by managers, co-workers, or others in your workplace, based on a person's disability.
- The laws enforced by EEOC give you the right to request reasonable workplace changes to allow you to apply for a job, perform your job, have access to the workplace, or enjoy the same benefits available to other employees. We call these requests for "reasonable accommodation." Although your employer does not have to grant every request for a workplace change, it is required to carefully consider each request and whether it would be possible.
- The laws enforced by EEOC strictly limit what an employer can ask you about your health and require an employer to keep any medical information you share private. Your employer should not discuss your medical information with others, unless they have a need to know the information.
Not all medical conditions are covered by the laws enforced by EEOC. Determining whether a person with a particular medical condition is covered can be complicated and will vary from person to person. You should call the EEOC at 1-800-669-4000 if you think the law may have been violated but are unsure whether your medical condition is covered.
A person with a disability, like all other applicants and employees, must be able to perform the job he or she is applying for or currently holds, with or without reasonable accommodation. An employer does not have to hire or retain a person who cannot perform the major job duties because of disability.
If you want more information after reading the frequently asked questions, see the EEOC's Facts on Disability Discrimination.