Can My Employer Remove an Accommodation I Have Been Using?

 Posted on August 19, 2026 in Discrimination & Retaliation

Your employer can potentially remove a workplace accommodation you've been using. However, they generally need a legitimate business reason to do so. Removing an accommodation that's still medically necessary without proper justification could violate your rights under disability discrimination laws.

If your employer has removed or threatened to remove an accommodation in 2026, our Alexandria, VA employment lawyer can help you understand your rights. Attorney Lindsay Freedman takes a very hands-on and accessible approach with every client. He offers support throughout the process while being ready to advocate aggressively when the situation calls for it.

What Legal Protections Apply to Workplace Accommodations?

Under the Americans with Disabilities Act, 42 U.S.C. Section 12112, employers generally must provide reasonable accommodations to qualified employees with disabilities. This applies unless the accommodation would create an undue hardship for the business.

An employer may reconsider an accommodation that is already in place. However, it must still provide an effective, reasonable accommodation if the employee continues to need one. The employer may choose a different accommodation if that option is also effective.

The point is, your employer cannot simply remove an accommodation because it’s inconvenient or because a new manager dislikes it. They must still follow the ADA's accommodation requirements.

What Legitimate Reasons Might Justify Removing a Workplace Accommodation?

Not every removal of an accommodation is unlawful. Employers may have valid reasons for reconsidering an accommodation. This can include:

• Significant changes to your job duties that make the previous accommodation no longer relevant
• Changes in the business that create genuine undue hardship not present when the accommodation was first granted
• Evidence that the accommodation is no longer medically necessary

Figuring out whether your employer's reason is real, or just an excuse to discriminate, is often the key to knowing if you have a valid legal claim.

How Can You Tell if a Business Reason Is Legitimate or Pretextual?

Look closely at the timing and circumstances surrounding the removal. The accommodation might be removed shortly after you disclosed a new medical condition. It could also happen right after you filed a complaint or had a conflict with a supervisor. This timing can suggest the stated business reason might be pretextual rather than genuine.

Consider consistency, too. An employer who suddenly claims hardship for an accommodation they've supported for years without any actual change in circumstances raises red flags.

What Should You Do if Your Workplace Accommodation Is Removed?

Taking the right steps can help protect your rights if your employer removes an accommodation you've been using. Helpful steps include requesting a clear, written explanation for why the accommodation is being removed. Gather documentation showing how long you've used the accommodation and why it remains medically necessary. Consult with an employment attorney to evaluate whether the removal violates your legal rights.

Acting quickly matters. Documenting the impact of losing your accommodation as soon as possible can strengthen your case if you decide to pursue legal action.

What Evidence Supports a Claim for Wrongful Accommodation Removal?

Building a strong case requires specific documentation showing both the history of your accommodation and the impact of its removal. Helpful evidence can include:

• Records showing when and why the accommodation was originally granted
• Updated medical documentation confirming the accommodation remains necessary
• Communications from your employer explaining their reasoning for removal
• Evidence of any performance or health impacts resulting from the removal
• Documentation of the timing between the removal and any other relevant workplace events

Having thorough and organized documentation is the key to strengthening your position.

Can You Request the Accommodation Be Reinstated if Your Employer Removes It?

Asking for your accommodation back is often a good first step before taking legal action. You'll usually need to write a request explaining why you still need it. You may also need updated medical records to back up your request.

Employers are generally supposed to talk with you about accommodation requests. If they simply ignore your request or refuse to discuss it, that can create new legal problems on top of the original issue.

What Happens if Your Employer Refuses to Reinstate Your Accommodation?

You may have grounds to file a complaint with the Equal Employment Opportunity Commission if your employer refuses to reinstate a necessary accommodation despite your request and supporting documentation. You could also pursue a lawsuit under applicable disability discrimination laws. This process typically requires demonstrating that the accommodation was reasonable and necessary. You’ll also need to show that your employer lacks a legitimate reason for its continued refusal.

Contact Our Arlington, VA Employment Discrimination Attorney Today

Attorney Lindsay Freedman is rated one of the best employment lawyers in Annapolis. He represents clients in both federal and state court throughout the region. To find out how we can help, contact Freedman Law, LLC at 410-290-6232 today. Talk to our Alexandria employment lawyer about your case.