Fired After Requesting a Reasonable Accommodation? Maryland Wrongful Termination Explained
If you asked your employer for a reasonable accommodation and were fired soon after, you may be wondering what just happened. Was it just bad timing? Or was it illegal? In Maryland, firing someone after they request an accommodation for a disability can cross the line into wrongful termination.
Let’s break down what this means and what you can do next.
What Is a Reasonable Accommodation?
A reasonable accommodation is a change at work that helps an employee with a disability do their job. This protection comes from the federal Americans with Disabilities Act (ADA) and Maryland anti-discrimination laws.
A disability can include physical or mental health conditions. Examples include:
- Chronic back pain
- Diabetes
- Anxiety or depression
- Pregnancy-related medical conditions
- Mobility issues
A reasonable accommodation might be:
- A modified work schedule
- Remote work
- Extra breaks
- A special chair or equipment
- Time off for treatment
Employers do not have to grant every request. But they must take your request seriously and engage in what’s called an “interactive process.” That means they should talk with you and try to find a workable solution.
When Does a Firing Become Wrongful?
Maryland is an “at-will” employment state. This means an employer can fire someone for almost any reason. But they cannot fire someone for an illegal reason.
If you are fired because you:
- Asked for a reasonable accommodation
- Have a disability
- Took protected medical leave
- Reported discrimination
That may be illegal retaliation or disability discrimination.
Courts have made it clear that an employer cannot punish you for asserting your legal rights. The U.S. Supreme Court decision in U.S. Airways, Inc. v. Barnett confirmed that employers must consider reasonable accommodations under the ADA. While each case depends on the facts, firing someone simply for making a request can raise serious legal issues.
Warning Signs of Retaliation
Sometimes employers do not openly say they are firing you for requesting an accommodation. Instead, they may:
- Suddenly write you up for minor issues
- Change your job duties
- Reduce your hours
- Give you a poor performance review out of nowhere
- Claim “restructuring” or “performance problems” without proof
Timing matters. If you were fired shortly after asking for an accommodation, that can be strong evidence of retaliation.
Also, if your performance reviews were positive before your request and negative afterward, that may suggest the stated reason for termination is not the real one.
The Interactive Process Matters
Once you request an accommodation, your employer should respond. They may ask for medical documentation. They may suggest alternatives. But they should not ignore you or immediately move toward termination.
The law requires a good-faith effort. That means both sides should communicate honestly. If an employer refuses to talk or shuts down your request without discussion, that may violate the law.
For example, if you ask for remote work because of a medical condition and your job can reasonably be done from home, the employer should explain clearly why it cannot allow that arrangement. They cannot simply say, “We don’t do that here,” and then fire you.
What Should You Do If You Were Fired?
If you believe you were fired after requesting an accommodation, take these steps:
- Gather Documents
Save emails, text messages, performance reviews, and medical notes. Keep copies at home, not just on a work computer. - Write Down What Happened
Make a timeline. Include when you requested the accommodation, who you spoke to, and when you were fired. - Avoid Posting on Social Media
Public posts can sometimes hurt your case. - Speak With an Attorney
An experienced employment attorney can review your situation and explain your rights.
Maryland has strict deadlines for filing discrimination and retaliation claims. Waiting too long can hurt your ability to bring a case.
What Compensation Might Be Available?
If your firing was illegal, you may be able to recover:
- Lost wages
- Lost future earnings
- Emotional distress damages
- Attorney’s fees
- Possible reinstatement
Every case is different. The outcome depends on the facts, the evidence, and the strength of your claim.
You Are Not Powerless
Many employees feel scared after being fired. You may worry about paying bills or finding a new job. But the law provides protections for workers with disabilities. Employers are not allowed to silence or punish employees for asking for help.
If your employer refused to accommodate you and then terminated your job, it is important to speak with experienced wrongful termination lawyers in Maryland who understand state and federal disability laws. The right legal team can evaluate whether your termination violated your rights and guide you through the next steps.
Requesting a reasonable accommodation is not wrong. It is your legal right. And if your employer retaliated against you for making that request, you may have a strong claim worth pursuing.