Valuing Employment Claims Under the ADA

What Are Examples of ADA Violations?

Workplace discrimination under the ADA can take many forms, some of which are overt, while others are more subtle. Some common examples include:

Refusing to provide reasonable accommodations, such as specialized software, ergonomic equipment, modified work schedules or allowing a service animal.
Passing over a qualified applicant solely because of their disability or asking illegal medical questions during a job interview.
Retaliating against an employee who requests a lawful accommodation.
Being unlawfully terminated or demoted due to a medical condition.

For example, in a recent lawsuit, the Equal Employment Opportunity Commission (EEOC) reached a $450,000 settlement with a Pennsylvania health system. In this instance, the employer was penalized for denying reasonable accommodations, forcing employees returning from medical leave to compete for their own jobs and retaliating against workers with disabilities.

What Factors Contribute to a Successful ADA Violation Case?

Because every situation is unique, the value of a disability discrimination claim varies greatly. Several key factors could influence the strength and potential value of your case, including:

Severity of the violation

More egregious actions, such as intentional harassment, public humiliation or wrongful termination, may lead to higher compensation.

Documented evidence

A paper trail is vital. Emails, performance reviews, written requests for accommodation and medical records strengthen your claim.

Employer retaliation

If your employer punished you for requesting an accommodation, such as cutting your hours, demoting you or firing you, this could increase the damages awarded in an employer retaliation claim.

Company history

A documented pattern of ADA violations or previous discrimination lawsuits against the employer can strongly support your case.

What Are the Potential Outcomes of Filing an ADA Violation Lawsuit?

Legitimate ADA cases most often conclude in either a negotiated settlement or a court trial. Depending on the specific details of your case, you might receive two common types of relief.

Monetary Relief

This form of compensation is designed to make you financially whole again. It can include back pay (lost wages from the time of the violation) and front pay (anticipated future lost wages). The court may also award compensatory damages for emotional distress, mental anguish and loss of enjoyment of life. In case of severe malice, punitive damages might be awarded to punish the employer. However, Title VII of the Civil Rights Act and the EEOC caps combined compensatory and punitive damages based on the employer’s size:

15-100 employees: $50,000 limit
101-200 employees: $100,000 limit
201-500 employees: $200,000 limit
Over 500 employees: $300,000 limit

Non-Monetary Relief

In addition to financial compensation, employers may be required to change their workplace policies, reinstate a terminated employee to their previous position or conduct mandatory ADA training for management. In the 2026 Pennsylvania settlement mentioned above, the employer was ordered to pay monetary relief while also being legally required to revise their accommodation policies and actively train their staff.

Receive Guidance From Employment Attorneys at Weisberg Cummings, P.C.

Navigating employment law claims can be complex, but we are here to help. If you believe you have experienced disability discrimination, the attorneys at Weisberg Cummings, P.C. are here to review your situation. We will help you understand your legal options and pursue the compensation you may deserve.

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How Much Is Your ADA Violation Case Worth?

What Are Examples of ADA Violations?

What Factors Contribute to a Successful ADA Violation Case?

What Are the Potential Outcomes of Filing an ADA Violation Lawsuit?

Receive Guidance From Employment Attorneys at Weisberg Cummings, P.C.

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