Helping good people. Fighting bad companies.

You work hard. You meet expectations. You ask for a simple change to help you stay productive—and suddenly, you’re treated like a burden.

Disability discrimination isn’t always obvious, but it is always illegal. Whether you are navigating a chronic illness, recovering from an injury, or managing a mental health condition, you have rights. In Southwest Texas and New Mexico, Baeza Law Firm stands up for workers whose needs were ignored, dismissed, or used against them as a liability.

What Counts as Disability Discrimination?

Federal and state laws—including the Americans with Disabilities Act (ADA), the Texas Labor Code, and the New Mexico Human Rights Act—protect workers from unfair treatment based on physical or mental impairments.

Your employer must provide reasonable accommodations and cannot legally retaliate against you for requesting them. Discrimination often hides behind “business decisions,” but it frequently looks like:

• Refusing Accommodations: Denying requests for flexible scheduling, specialized equipment, or modified duties.
• Passed Over for Promotion: Being denied opportunities because of a perceived “limitation” or diagnosis.
• Hostile Work Environment: Making offensive comments, jokes, or “checks” on your medical status.
• Sudden Retaliation: Being demoted, isolated, or fired shortly after disclosing a health condition.
• Constructive Discharge: Forcing you out by making your work environment unbearable.

The “Interactive Process”: Your Employer’s Legal Obligation

One of the most important parts of disability law is the Interactive Process. In both Texas and New Mexico, once you notify your employer of a need, the law requires a “good faith” conversation.

Key Takeaway: Your employer cannot simply say “no.” They are legally required to work with you to find a solution that allows you to do your job without causing the company “undue hardship.” If they skip this step and move straight to termination, they may be in violation of the law.

Frequently Asked Questions

Do I have to disclose my specific diagnosis?

Generally, NO. You must provide documentation that a disability exists and that it limits a major life activity, but you do not necessarily have to reveal your entire medical history to your supervisor.

Is my employer required to pay for my accommodation?

In most cases, YES. Unless the cost would significantly damage the business (an “undue hardship”), the employer is responsible for the cost of the accommodation.

What if I work for a small business?

While the federal ADA applies to employers with 15 or more employees, local laws in New Mexico and Texas often provide protections that cover smaller local businesses. You should always consult with an attorney to verify your specific coverage.

Your Health Should Never Be a Liability

At Baeza Law Firm, we’ve helped clients prove that their medical condition was used against them—and we’re ready to help you, too. We believe no one should be punished for living with a health challenge.

If you’ve been mistreated for simply asking for what you need to do your job, you may have a valid claim. We’ll stand with you and fight for what’s fair.

Contact Baeza Law Firm for a Confidential Case Review

Helping good people. Fighting bad companies.