Wrongful Termination Due To A Mental Health Condition

Mental health conditions are protected under California and federal law. If you were terminated for disclosing your condition, requesting accommodations, or taking leave for treatment, your firing may have been unlawful. Contact our wrongful termination lawyers in Orange County to schedule your free consultation today.

Mental Health as a Protected Condition

Under both California and federal law, employees are protected against discrimination based on mental health conditions. The California Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA) classify mental health conditions as disabilities when they limit one or more major life activities, such as concentrating, sleeping, working, or interacting with others. Common conditions covered under these laws include:

• Depression 
• Anxiety disorders 
• Bipolar disorder 
• Post-traumatic stress disorder (PTSD) 
• Obsessive-compulsive disorder (OCD) 
• Schizophrenia 
• Adjustment disorders
  

These protections mean that employers cannot treat you unfairly because of a diagnosed mental health condition—or because they believe you have one.

When Termination Becomes Wrongful in Orange County

California is an at-will employment state, meaning employers can terminate employees at any time, with or without cause. However, firing someone for a discriminatory or retaliatory reason violates state and federal law. Termination can qualify as wrongful if:

• You were fired because of your mental health condition. 
• You were fired after requesting reasonable accommodations. 
• You were fired after taking medical leave related to your condition. 
• You were fired in retaliation for filing a complaint or asserting your legal rights.
  

For example, if you told your employer you were struggling with severe anxiety and needed a modified schedule, and you were terminated soon afterward, that timing could indicate unlawful discrimination or retaliation.

What are Reasonable Accommodations Related to Mental Health 

Both FEHA and the ADA require employers to provide reasonable accommodations to employees with disabilities, including mental health conditions, as long as those accommodations do not cause undue hardship to the employer. Reasonable accommodations may include:

• Adjusted work schedules or breaks. 
• The ability to work from home part-time. 
• Reassignment to a less stressful position. 
• Time off for therapy or medical appointments. 
• Modifications to supervision or communication methods.
  

To obtain accommodations, employees must usually disclose their condition to the employer and provide documentation from a medical professional. Employers must then engage in a “good faith interactive process” to discuss possible adjustments. If an employer refuses to provide accommodations or uses your request as a reason for termination, that action may constitute wrongful termination and disability discrimination.

How to Recognize Retaliation in The Orange County Workplace

Employees who assert their legal rights are also protected from retaliation. California Government Code §12940(h) makes it illegal for employers to punish workers for opposing discrimination, filing a complaint, or requesting accommodations. Retaliation can take many forms, including:

• Demotion or reassignment to undesirable duties. 
• Negative performance evaluations following a disclosure. 
• Exclusion from meetings or training opportunities. 
• Harassment from supervisors or coworkers. 
• Termination soon after requesting mental health support.
  

Even subtle actions that create a hostile or discouraging environment can be considered retaliation under the law.

Proving a Wrongful Termination Claim in Orange County

If you suspect your employer fired you because of your mental health condition, your wrongful termination claim in Orange County will likely rely on proving a connection between your disability and your termination. Evidence can include:

• Documentation of your medical condition and accommodation requests.
• Emails, text messages, or notes showing your employer’s reaction to your disclosure.
• Timing—if termination closely followed your request for leave or accommodation.
• Witness statements from coworkers who observed discriminatory behavior.
• A history of positive performance reviews prior to disclosure.
  

Together, this evidence can demonstrate that the stated reason for your firing was an excuse used to cover up an illegal motive. Contact us for a free consultation today.