Your Employer Denied Diabetes Accommodations? Your Legal Protections Under California Law

Akopyan Law Firm, A.P.C. Insights Team2025-07-31T14:17:33+00:00

📌 Key Takeaways Denied Accommodations May Violate California Law: If an employer refuses to accommodate an employee with diabetes, it could constitute a violation of the California Fair Employment and Housing Act (FEHA), particularly if no undue hardship exists. Interactive Process Is Legally Required: Employers must engage in a good-faith interactive process once they become aware of an employee’s need for accommodation—even without a formal written request. Failure to do so may itself be actionable under FEHA. Diabetes Qualifies as a Disability: Both Type 1 and Type 2 diabetes are recognized disabilities under California and federal law, as they can significantly limit major life activities. This legal status triggers the right to request workplace adjustments. Reasonable Accommodations Must Be Considered: Examples include flexible breaks, modified schedules, access to snacks or glucose testing areas, and job reassignment. Each request must be assessed based on specific job demands and business operations. Legal Remedies Are Available for Violations: Employees may pursue claims for failure to accommodate, failure to engage in the interactive process, discrimination, retaliation, or wrongful termination. Remedies can include back pay, reinstatement, and attorney’s fees. If your accommodation request was denied or ignored, the following article helps clarify your legal options under California law—and explains why consulting an employment attorney is a critical next step. Managing diabetes in the workplace can require adjustments to accommodate medical needs. When an employer refuses to make those accommodations, it may raise serious legal concerns—particularly under California's disability discrimination protections. This article provides an overview of how the California Fair Employment and Housing Act (FEHA) protects workers in such situations, and how a denial of accommodation could potentially result in legal liability. Under California law, employers may be obligated to provide reasonable accommodations for employees with disabilities, including diabetes, unless the employer can show that doing so would impose an undue hardship. The legal consequences of noncompliance may vary depending on the facts of each case, and consultation with a qualified employment law attorney is strongly recommended for a complete evaluation.   Understanding the Right to Reasonable Accommodations for Diabetes California Government Code § 12940(m) provides that employers must make reasonable accommodations for known disabilities unless doing so would create an undue hardship. Diabetes—whether Type 1 or Type 2—can qualify as a disability under FEHA and the Americans with Disabilities Act (ADA), as it may substantially limit major life activities such as endocrine function, eating, and glucose regulation. Examples of accommodations may include, but are not limited to: Flexible or additional breaks to monitor blood sugar Modified schedules to align with insulin administration needs Access to snacks, beverages, or a private area for glucose testing Reassignment to a different position  These accommodations are evaluated case-by-case. What qualifies as reasonable in one employment context may not be reasonable in another. Employers may be excused from providing a reasonable accommodation it they can show that doing so would create a substantial difficulty or expense relative to their business operations.  This is the FEHA defense of “undue hardship.” ... Read more