Your Employer Wants You Back in the Office. The ADA Might Have Something to Say About That.

If your employer recently announced a return-to-office mandate, you are not alone. Across the country, companies are demanding that employees report to the office full-time, often with little regard for the employees who have medical conditions that make remote work not just a preference, but a necessity. What many high-earning professionals do not realize is that the law may be on their side.

Disability Accommodation Lawsuits Are at Record Levels

Federal disability accommodation lawsuits have surged dramatically. According to a recent Lex Machina report, plaintiffs filed nearly 6,800 disability accommodation cases in federal court in 2025 alone, a year-over-year increase of approximately 42 percent. Disability claims now appear in over 40 percent of all EEOC merit lawsuits. The trend shows no signs of slowing in 2026.

What is driving this explosion in litigation? In large part, it is the collision between aggressive return-to-office policies and employees’ rights under the Americans with Disabilities Act. Employers like Amazon, JPMorgan Chase, and Deloitte have led a push to bring workers back into the office full-time. When employees with disabilities request continued remote work as a reasonable accommodation, many employers are saying no—sometimes without engaging in the interactive process the law requires.

What the ADA Actually Requires of Your Employer

Under the ADA, employers with 15 or more employees must provide reasonable accommodations to qualified employees with disabilities, unless doing so would impose an undue hardship. Reasonable accommodations can include modified schedules, reassignment, ergonomic equipment, and yes—remote work. The key question is whether you can perform the essential functions of your job with the accommodation in place.

Courts have grown increasingly receptive to remote work as a legitimate accommodation, particularly since the pandemic proved that many jobs can be performed effectively from home. Federal judges have expressed skepticism toward employers who adopt blanket in-person attendance requirements without considering individual circumstances. Mental health conditions—including anxiety, depression, and PTSD—are among the most common bases for accommodation requests, and courts are recognizing that these conditions may warrant flexible work arrangements just as much as physical disabilities.

A Pennsylvania Case That Hits Close to Home

In February 2026, Geisinger Health—one of Pennsylvania’s largest healthcare employers—agreed to pay $450,000 to settle an EEOC lawsuit alleging disability discrimination and retaliation. The EEOC charged that Geisinger maintained policies that denied reasonable accommodations to employees with disabilities, including limiting job-protected leave to a rigid duration and forcing employees returning from medical leave to compete for their own positions. The EEOC further alleged that Geisinger manipulated job vacancies and postings to interfere with disabled employees’ efforts to return to work.

Under the consent decree, Geisinger must overhaul its leave and reassignment policies, provide ADA training to managers, and report to the EEOC on employees terminated after taking leave. This case is a stark reminder that even large, sophisticated employers get it wrong—and that employees have legal recourse when they do.

What You Should Do If Your Accommodation Request Is Denied

If you have a medical condition and your employer has denied your request for a reasonable accommodation—or has not engaged with you in an interactive process to explore alternatives—you may have a legal claim. The same is true if your employer retaliated against you for making the request, whether through a poor performance review, demotion, or termination. Retaliation claims now account for a significant and growing share of EEOC complaints tied to disability rights.

Here is what you should keep in mind. First, document everything. Put your accommodation request in writing and keep copies of all correspondence with your employer. Second, get your healthcare provider involved. A letter from your doctor supporting your need for a specific accommodation strengthens your position considerably. Third, do not assume your employer’s first answer is the final answer. The ADA requires an interactive process, meaning your employer must work with you to find a solution—not simply reject your request outright. And if your employer retaliates against you for requesting an accommodation, that retaliation is itself a separate violation of the law.

The landscape is shifting in favor of employees, and the record-breaking number of accommodation lawsuits reflects a growing recognition that workers with disabilities deserve more than a form rejection letter. If you believe your employer has violated your rights under the ADA, consulting with an employment attorney can help you understand your options.

The information in this post is provided for general informational purposes only and does not constitute legal advice. Reading this post does not create an attorney-client relationship. If you believe your rights have been violated, consult with an employment attorney to discuss your specific circumstances.