What is the process for formally requesting a reasonable accommodation for my disability from my employer in California?

To formally request a reasonable accommodation, you must notify your employer that you need a change at work due to a medical condition or disability and then participate in a collaborative discussion to find a solution. Here is the step-by-step process: Step 1: Notify Your Employer in Writing Draft a clear letter or email to your direct supervisor and/or the Human Resources (HR) department. You do not need to disclose your specific diagnosis. Simply state that you have a medical condition that requires an accommodation for you to perform your job duties. Suggest one or more possible accommodations if you have ideas. Step 2: Provide Medical Documentation if Requested Your employer is entitled to request a note from your healthcare provider. This note should confirm that you have a medical condition, describe your work-related limitations, and explain why the accommodation is medically necessary. It does not need to reveal your underlying diagnosis. Step 3: Engage in the "Interactive Process" California law requires your employer to engage in a timely, good-faith interactive process with you. This is a discussion to determine an effective accommodation. Be prepared to discuss your limitations and explore different options. Your employer must consider your requested accommodation but can offer an alternative if it is also effective. Step 4: Document All Communication Keep copies of all letters and emails you send and receive. After any phone calls or in-person meetings, send a follow-up email to HR summarizing what was discussed, who was present, and what the next steps are. This creates a critical paper trail. Important details and nuances: You do not need to use the legal term "reasonable accommodation" to start the process. Simply making your employer aware of your need for assistance due to a medical condition is enough to trigger their legal obligations under the Fair Employment and Housing Act (FEHA). The process is ongoing; if an accommodation is not effective, you can ask to revisit the discussion. Warnings and limitations: An employer can legally deny an accommodation if it would cause an "undue hardship," meaning significant difficulty or expense. Your employer is strictly prohibited from retaliating against you for requesting an accommodation. While there is no rigid deadline, employers must act in a timely manner. This is general information and does not constitute legal advice. For complex situations, such as a denial of your request or if you believe your employer is not engaging in the process in good faith, you should consult with a qualified California attorney.