As remote work continues to reshape the workplace, both California employees and employers are grappling with a key question:
When must an employer allow remote work as a reasonable accommodation to an employee’s disability or serious medical condition under California’s Fair Employment and Housing Act (FEHA)?
FEHA & Reasonable Accommodation Basics
FEHA requires California employers with five or more employees to provide reasonable accommodations to qualified employees with disabilities, unless doing so would impose an “undue hardship”. Reasonable accommodations may include changes to job duties, modified work schedules, assistive devices—and yes, in some cases – remote work.
The post Remote Work as An Accommodation To An Employee’s Disability Under California Law appeared first on San Francisco Employment Law Firm Blog.