04/27/2026
An employee requests a reasonable accommodation. A schedule change, modified duties, a different workstation.
The company approves it.
Then months later a performance issue suddenly appears in the file and not long after that comes termination.
That pattern matters.
Under the ADA, employers cannot retaliate against someone for requesting a reasonable accommodation. They are also required to engage in a good faith interactive process to address accommodation needs.
So if your record was strong before the request and suddenly changed after it, pay attention to that timeline.
What you should do:
Put every accommodation request in writing
Save emails and responses
Keep records of delays or changes
Preserve performance reviews and positive feedback
Documentation is what turns suspicion into evidence.
If something changed after you requested an accommodation, tell me in the comments.