Disability Discrimination Laws by State

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This map detailing disability discrimination laws by state saves you time with fast and easy access to state-by-state provisions related to disability protections.

There are myriad laws related to disability on the federal, state, and local level. While some of them are similar to those of the ADA, laws differ by state and can be very specific. In some cases, more than one law applies to the same situation. In those cases, employers must be careful that their policies and employment decisions comply with all applicable laws.

It’s important when looking at the chart below to consider each provision, requirement, and exception individually.

[Fast Answers: Covid-19 and the ADA – Find answers to employer questions about ADA and accommodation issues relating to Covid-19 vaccination policies.]


Employers can’t refuse to reasonably accommodate employees’ and applicants’ disabilities, unless employers can show that these accommodations would impose a hardship on their business.


Employers must provide reasonable accommodations for the known physical or mental impairments of qualified employees and applicants with disabilities, unless employers can show that these accommodations would impose undue hardship on their business operations.

Reasonable accommodations are modifications or adjustments to a job, the work environment, or usual practices that enable qualified employees and applicants with disabilities to have the same employment opportunities as other employees and applicants. These accommodations can include:

  • making workplace facilities accessible and usable;
  • job restructuring;
  • modified work schedules;
  • acquiring or modifying equipment or devices; and
  • providing qualified readers or interpreters.

Undue hardship means that an action is excessively costly, extensive, substantial, or disruptive or that it would fundamentally alter the nature or operation of employers’ business. The following factors are considered in determining undue hardship:

  • the nature and cost of accommodations in relation to the size of employers’ business;
  • employers’ financial resources; and
  • the impact of accommodations on the nature and structure of employers’ business operations.

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