Americans with Disabilities Act (ADA) Lawyers

Americans With Disabilities Act (ADA) Lawyers in the United States

The ADA protects roughly 61 million adults in the United States who live with some form of disability. When employers, businesses, or government entities fail to meet their obligations under this law, an ADA lawyer can help enforce your rights and pursue compensation for the harm caused.

What ADA Law Covers

The Americans With Disabilities Act is a federal civil rights law that prohibits discrimination based on disability. It applies to employment, public accommodations, transportation, telecommunications, and government services. The law covers both physical and mental impairments that substantially limit one or more major life activities.

Title I addresses workplace discrimination, requiring employers with 15 or more employees to provide reasonable accommodations. Title II covers state and local government programs. Title III requires private businesses open to the public — hotels, restaurants, stores, medical offices — to be accessible to people with disabilities.

When to Hire an ADA Lawyer

• Your employer refused to provide a reasonable accommodation for a documented disability
• You were fired, demoted, or passed over for promotion because of your disability
• A business denied you access or service due to a physical or mental impairment
• You faced retaliation after requesting accommodations or filing a disability complaint
• A public building or service lacks required ADA-compliant accessibility features

How the ADA Claims Process Works

Most employment-related ADA claims must first go through the Equal Employment Opportunity Commission (EEOC). You generally have 180 days from the discriminatory act to file a charge, though this extends to 300 days in states with their own enforcement agencies. The EEOC investigates and may attempt mediation.

If the EEOC cannot resolve your claim, it issues a "right to sue" letter. You then have 90 days to file a lawsuit in federal court. For Title III public accommodation claims, you can file directly in court without going through the EEOC. About 95% of ADA employment cases settle before trial.

How Compensation Is Calculated in ADA Cases

• Back pay — lost wages and benefits from the date of the discriminatory action through resolution
• Front pay — projected future lost earnings if reinstatement to your position is not feasible
• Compensatory damages for emotional distress, pain, suffering, and loss of enjoyment of life
• Punitive damages when the employer acted with malice or reckless indifference, capped between $50,000 and $300,000 depending on employer size
• Reinstatement to your former position or a comparable role with restored seniority and benefits

Frequently Asked Questions

What qualifies as a disability under the ADA?

The ADA defines disability broadly. It includes any physical or mental condition that substantially limits a major life activity such as walking, seeing, breathing, or working. Conditions like diabetes, epilepsy, PTSD, depression, and mobility impairments all qualify. Temporary conditions may also be covered if severe enough.

Can I file an ADA claim if I still work for the employer?

Yes. You do not need to quit or be fired to pursue an ADA claim. Federal law prohibits your employer from retaliating against you for filing a complaint. If retaliation does occur, that becomes a separate actionable claim that strengthens your case.