
ADA Compliance Attorneys in Van Nuys
Laurel Employment Law is a team of attorneys committed to helping employees in California. Our firm is well-versed in the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA), both of which protect employees from workplace discrimination based on a disability.
If you believe your employer is failing to meet ADA compliance requirements, contact our team today at (310) 929-6371 to learn how we can help.

Five-Star Client Reviews
Read about how our approach to employment law makes a difference in our clients' lives. To learn more or get started with a consultation, call us at (310) 929-6371 today.
-
"Outstanding Job"
Fastest I have ever seen other than when I was pro per. Did an outstanding job.- Bennie H. -
"Outstanding Representation!"
They vigorously defended my rights and secured an exceptional outcome, exceeding my expectations.- Albert L. -
"Incredible Experience"
They got me an outcome that was better than I could have imagined. These guys are great lawyers who know what they're doing!- Carlos G. -
"Friendly, Supportive, Professional, and Respectful"
I felt supported during all my interactions with staff; everyone is friendly, supportive, professional, and respectful. I could not have asked for a better outcome.- Julierie D. -
"Tough, Smart, Strategic"
The exact right combination of tough, smart, and strategic. He knows how and when to push to get the best imaginable outcome.- Eric K. -
"Incredible Attorney"
Joshua White is a rising star in the legal profession. One of the sharpest minds in the field today.- Chris A.
What Are the ADA Compliance Requirements for Employers?
Under the ADA, employers are required to make reasonable accommodations for employees with disabilities. This means that employers must adjust the workplace to enable employees with disabilities to perform their job duties to the best of their ability.
Employers must engage in an interactive process with employees to determine what accommodations are necessary. This process includes:
- Requesting more information about the disability.
- Requesting more information about the limitations the disability imposes on the employee.
- Requesting more information about how the limitations could be overcome with an accommodation.
- Considering the employee’s accommodation preferences.
- Choosing an effective, reasonable accommodation.
