Legal Protections for Employees with Diabetes Under California Law

Akopyan Law Firm, A.P.C. Insights Team2025-07-31T14:17:37+00:00

📌 Key Takeaways Diabetes May Qualify as a Protected Disability Under California Law: Under California’s Fair Employment and Housing Act (FEHA), diabetes—whether Type 1 or Type 2—can be considered a disability if it substantially limits major life activities such as eating or self-care, even when controlled by medication. Employers Must Engage in an Interactive Process for Accommodations: FEHA requires employers with five or more employees to participate in a good faith, interactive dialogue when an employee with a qualifying disability requests workplace adjustments, such as breaks for glucose checks or schedule modifications. Accommodations Must Be Reasonable, Not Exact: Employers are not obligated to grant every specific accommodation requested but must consider effective alternatives that allow the employee to perform essential job duties without undue hardship. Discrimination and Retaliation Are Prohibited: FEHA bars adverse actions like termination or demotion based on disability status or accommodation requests. It also prohibits retaliation against employees who assert their legal rights, regardless of whether the accommodation is ultimately granted. Legal Protections Rely on Individual Circumstances: Determining whether a legal violation has occurred involves a detailed, fact-based analysis. Employees facing potential discrimination, denial of accommodations, or retaliation are strongly encouraged to seek professional legal advice. Understanding how FEHA applies to diabetes-related workplace issues can help employees recognize when legal rights may be implicated—and when it’s time to consult an employment law attorney. Managing diabetes in the workplace involves more than personal health—it may involve legal protections under California law. Employees who have experienced adverse treatment after disclosing their condition or requesting a workplace adjustment may wonder whether such treatment is permissible. While there is no substitute for actual individualized legal consultation, understanding general legal protections may help individuals identify when workplace situations could potentially intersect with California’s anti-discrimination statutes. This article outlines how the Fair Employment and Housing Act (FEHA), California’s primary anti-discrimination statute, may provide protections for employees managing diabetes.   Diabetes as a Potentially Protected Disability California law generally defines physical disability as a physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that affect one or more body system, and limits major life activities. Diabetes may fall within this definition because it impacts the endocrine system and can substantially limit functions such as eating, digestive regulation, or self-care. Both Type 1 and Type 2 diabetes may be considered disabilities under FEHA, depending on how the condition affects day-to-day functioning. FEHA does not require that a condition be completely disabling to be recognized as a disability. The law is triggered by a condition which limits a major life activity. The statute also protects individuals whose conditions are controlled by medication but would otherwise limit major life activities if untreated. Whether diabetes qualifies as a protected disability in a specific situation depends on a factual and legal evaluation of how the condition impacts the individual. This determination should be involve legal analysis by competent employment counsel.   Employer Responsibilities: Reasonable Accommodations Employers covered by FEHA—generally those with five or more employees—are required to engage in ... Read more