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Your ADA Lawyers in Pennsylvania

In Pennsylvania, almost every employer with more than four employees is subject to the PHRA. If they have 15 or more employees, they are also subject to the Americans with Disabilities Act (ADA). Both laws dictate the regulations employers are required to meet to stay compliant and equitable in their hiring and employment processes.

  • Our firm specializes in Americans with Disabilities Act (ADA) employment claims, representing individuals in Pennsylvania facing disability-based discrimination.

  • We address violations such as failure to provide reasonable accommodations, discriminatory hiring/promotion practices and workplace retaliation.

  • We handle cases under both the federal ADA for employers with 15 or more employees and the broader Pennsylvania Human Relations Act (PHRA) for employers with 4 or more employees.

  • With over 50 years of combined experience, we help our clients pursue compensation for ADA-related injustices, protecting employees with disabilities.

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Understanding Potential ADA Violations

There are many ways an employer may violate the ADA in the workplace — the problem is that most employers and employees are not familiar enough with the law to know or report these instances. Knowing your rights is critical to staying safe at work. Understand that you may have legal protection and recourse if you experience:

A lack of accommodations or failure to provide them when requested is the most common type of ADA claim. For example, an office may not have an accessible entrance in accordance with the ADA. If you bring this up to your employer and they do not attempt to rectify the situation immediately, you may have a claim eligible for litigation.

Disability discrimination may appear as a failure to hire, a failure to promote or a failure to provide the same benefits to someone with a disability as other employees. If you believe you are treated differently in any way than other employees in similar positions, it may be worth gathering evidence and presenting it to one of our PA ADA violation lawyers.

Even after the hiring and onboarding process, people with disabilities may experience challenges in the workplace. It is their right to make a claim against these actions, but some employers will see this as an opportunity to illegally discharge them from some or all of their duties. Weisberg Cummings has seen this before, and we know precisely how to pursue legal recourse to help you achieve favorable results.

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Our Disability Discrimination Lawyers in PA Are Here for You

At Weisberg Cummings, we treat you and your case with dignity every step of the way. To us, you are more than a case number, and we prove that through our:

  • Experience and competence

    We’ve worked on more than 1,000 employment law cases across Pennsylvania, giving us deep insights into how we can strengthen your case.

  • Individualized attention

    Every case is as unique as the people filing it. From individual claims to class action lawsuits, we manage every claim with attention and respect.

  • Comprehensive support

    We stay available to you throughout your case to address every concern and make the most of all your evidence.

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Trust The Professionals

We’re here to validate your experience and use our experience to protect your future.

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Speak With Pennsylvania’s ADA Compliance Attorneys Today

Your disability does not define your life, and it should not define how and where you work. Protect yourself and pave the way for every person with a disability behind you when you schedule a consultation with Weisberg Cummings, Pennsylvania’s reasonable accommodation attorneys. Discover the options available to you today.

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Frequently Asked Questions About ADA Law

Learn more about ADA law by exploring our frequently asked questions.

If you’re looking for a lawyer to assist with your ADA workplace accommodations, seek out a firm that specializes in disability discrimination. Start by identifying firms that specialize in representing ADA cases, ensuring they have a comprehensive knowledge of the law and a proven track record of successful cases. When evaluating potential legal representation, prepare questions so you can learn more about their fee structures, litigation experience and their experience dealing with your specific type of discrimination.

To qualify for a reasonable accommodation under the ADA in Pennsylvania, you must both have a qualifying disability and be qualified for the role. In other words, you must have a physical or mental impairment that substantially limits a major life activity and be able to perform the essential duties of the job with a reasonable accommodation.

While the federal ADA applies to employers with 15 or more employees, Pennsylvania workers enjoy broader state-level protections under the PHRA. The PHRA covers employers with four or more employees, expanding protections for workers at smaller Pennsylvania businesses.

To request a disability accommodation at work in Pennsylvania, it’s generally best to initiate the process with your employer. While the ADA and the PHRA don’t require the request to be in writing, as verbal requests are protected, doing so creates a clear record. You should inform your supervisor or human resources department that you have a medical condition or disability and need a modification to your job or work environment to perform your essential duties.

For more guidance on the accommodations process, visit the Disability Rights Pennsylvania website or enlist the guidance of our experienced ADA lawyers today.

The ADA defines a reasonable accommodation as any kind of modification or adjustment to a job, work environment or policy that enables a qualified individual with a disability to perform a job’s essential functions. In Pennsylvania, employers are required to provide these accommodations unless doing so causes undue hardship.