Minnesota Disability Discrimination Lawyers 

Experienced Workplace Discrimination Attorneys Serving Minneapolis, MN

The law prohibits employers from discriminating against job applicants and employees based on a disability. Employers must provide reasonable accommodations to disabled employees so they can work. Our Minnesota ADA discrimination attorneys dedicate their practice to protecting and advancing the rights of disabled employees.

In Minneapolis and across Minnesota, employment laws set a high standard for workplace fairness. Employers in our state must comply with both federal protections and the Minnesota Human Rights Act, which often provides broader safeguards. By holding employers to these state and federal standards, we help shape inclusive workplaces and set precedents for future cases across the region. Minneapolis continues to lead on disability inclusion efforts, with frequent citywide initiatives and local government enforcement through the Minneapolis Department of Civil Rights.

Call Nichols Kaster, PLLP, today at (877) 344-4628 or contact us online to schedule a consultation with our Minneapolis disability discrimination lawyer.

Your Rights Under the Minnesota Human Rights Act

The Minnesota Human Rights Act (MHRA) provides strong protections for workers throughout the state, including those in Minneapolis. The MHRA covers a wider range of employers than many federal laws, applying to most businesses regardless of size. It prohibits discrimination not only in hiring and employment but also in contract and apprenticeship opportunities. For Minneapolis residents, the state’s inclusive approach means more employees, applicants, and even independent contractors have enforceable legal rights under the MHRA. Specific provisions require employers to engage in the interactive process when employees request reasonable accommodations, and state law also prohibits retaliation against those who raise good-faith complaints. Because the MHRA continues to evolve through local court rulings and state agency decisions, understanding these protections helps workers and employers navigate the Minneapolis labor landscape with greater confidence.

The Claims Process for Disability Discrimination in Minneapolis

Filing a disability discrimination claim in Minneapolis typically begins by documenting the discrimination and gathering evidence such as communications and employment records. Employees may choose to bring claims under both federal law and the MHRA, as concurrent processes might lead to different remedies. The Minnesota Department of Human Rights (MDHR) and the Equal Employment Opportunity Commission (EEOC) are the main agencies investigating and resolving most disability discrimination cases. Employees in Minneapolis should be aware that filing deadlines can be short—MDHR complaints generally must be filed within one year of the discriminatory act. MDHR and the EEOC may coordinate investigations, and both agencies offer mediation and conciliation to help parties seek resolution without lengthy court proceedings. If administrative efforts do not resolve the claim, an employee may be able to pursue legal remedies in state or federal court. Understanding the claims timeline, from initial reporting to possible litigation, empowers Minneapolis residents to protect their rights and pursue meaningful results.

Potential Remedies & Compensation Available

Victims of disability discrimination in Minneapolis may qualify for remedies that restore workplace fairness and deter future violations. Under both Minnesota and federal law, available remedies can include reinstatement to a previous position, policy modifications, and awards for back pay when employees lose wages due to discrimination. In more serious cases, employees may recover damages for out-of-pocket expenses, emotional distress, or attorney’s fees. Courts and administrative agencies often encourage injunctive relief, requiring employers to make improvements to workplace policies or training. Minneapolis judges evaluating remedies often consider both legal precedents and local factors, such as the employer’s size and compliance history. Discussing these possible outcomes with a disability discrimination attorney in Minneapolis helps workers understand what to expect as they pursue justice after discrimination.

About the Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a comprehensive civil rights law enacted in 1990 that prohibits discrimination against individuals with disabilities. The ADA protects individuals with disabilities from discrimination in employment, public services, public accommodations, and telecommunications.

The ADA defines a person with a disability as someone who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.

As one of the most important federal laws protecting the rights of disabled individuals, the ADA impacts countless residents in Minneapolis and throughout Minnesota every day. Many Minnesota employers and businesses must regularly review their practices to ensure ADA compliance, especially since city and state requirements may impose additional duties beyond federal law. For Minneapolis residents, the local government's commitment to accessible public facilities and equal opportunity continues to shape how the ADA is enforced within the community.

Here Are the Main Aspects of the ADA:

• Title I - Employment: Under Title I of the ADA, employers cannot discriminate against qualified individuals with disabilities in hiring, promotion, job assignments, compensation, and other terms and conditions of employment. Employers must provide reasonable accommodations that enable employees with disabilities to perform essential job functions, unless doing so imposes an undue hardship on the employer.
• Title II - Public Services: Title II prohibits discrimination based on disability by public entities, including state and local governments. This includes services provided by public transportation, schools, and other government programs. Public entities must make their programs and services accessible to individuals with disabilities and provide necessary modifications to policies, practices, and procedures.
• Title III - Public Accommodations: Title III addresses discrimination in places of public accommodation, such as restaurants, hotels, theaters, and retail stores. These establishments must be accessible to individuals with disabilities. Businesses and facilities are expected to remove architectural barriers and provide auxiliary aids and services to ensure effective communication.
• Title IV - Telecommunications: Title IV ensures that individuals with hearing and speech disabilities have access to telecommunications services. This includes relay services through text telephones (TTYs) or other assistive devices.
• Association Discrimination: The ADA prohibits discrimination based on association with someone who has a disability. This extends protection to individuals who may face discrimination in employment or other contexts because of their relationship to a person with a disability, such as a spouse, family member, or friend.

The ADA has significantly promoted inclusivity and equal opportunities for individuals with disabilities across many areas of public life. It remains a vital piece of legislation for protecting the rights and dignity of individuals with disabilities.

Common Examples of Disability Discrimination in Minnesota

Disability discrimination in the workplace can take many forms, from the hiring process to the treatment of employees. Here are some ways disability discrimination can occur in the workplace:

Discrimination does not always show up as direct actions. Sometimes, employees encounter subtle patterns, like being repeatedly overlooked for challenging projects or discouraged from requesting accommodations even when eligible. In Minneapolis workplaces, workers may face misconceptions or stereotypes that impact promotion opportunities or day-to-day treatment. Minnesota’s state law allows employees to raise concerns about these behaviors and pursue formal complaints when necessary.

• Hiring Process:
  • Pre-Employment Inquiries: Asking inappropriate questions about an applicant’s health or disability during interviews or on job applications.
  • Refusal to Hire: Declining to hire a qualified candidate based on their disability, even if they can perform the essential functions of the job with or without reasonable accommodations.
• Job Assignments & Promotion:
  • Unequal Opportunities: Denying employees with disabilities equal access to job assignments, promotions, or training.
  • Demotion or Termination: Demoting or terminating an employee based on their disability, rather than evaluating their ability to perform essential job duties.
• Reasonable Accommodations:
  • Failure to Provide Accommodations: Not providing reasonable accommodations that would allow an employee with a disability to perform essential job functions.
  • Undue Hardship Claims: Unjustly claiming undue hardship as a reason for not offering necessary accommodations.
• Harassment:
  • Verbal or Physical Abuse: Subjecting employees with disabilities to offensive comments, jokes, or mistreatment related to their disability.
  • Creating a Hostile Work Environment: Allowing a work environment that is hostile or intimidating for individuals with disabilities.
• Retaliation:
  • Retaliation for Asserting Rights: Punishing employees for asserting their rights under disability discrimination laws, such as filing a complaint or requesting accommodations.
• Termination:
  • Wrongful Termination: Terminating an employee because of their disability, rather than dealing with performance or conduct issues in a fair, unbiased way.
  • Lack of Job Security: Providing less job security or advancement opportunities to employees with disabilities.
• Inaccessible Facilities & Policies:
  • Physical Barriers: Not making the workplace physically accessible for individuals with disabilities.
  • Inaccessible Policies: Implementing inflexible policies, like rigid attendance rules, that disproportionately impact employees with disabilities.
• Perception & Stereotyping:
  • Regarded as Having a Disability: Discriminating against individuals perceived to have a disability, even if the impairment does not substantially limit major life activities.
  • Stereotyping: Making decisions based on stereotypes about the abilities or limitations of individuals with disabilities.

Who Is Protected from Disability Discrimination?

You may be protected under the ADA and Minnesota Human Rights Act (MHRA) if you have an actual disability, a record of disability, or if your employer sees you as disabled. An actual disability involves a physical or mental impairment that significantly affects one or more major life activities, such as walking, talking, seeing, hearing, reading, manual tasks, thinking, or learning. Since Congress amended the ADA in 2008, major life activities also include major bodily functions like those involving the immune, digestive, circulatory, and reproductive systems. Even impairments that are episodic, invisible, or in remission might qualify under the law. The law also protects people who do not have disabilities themselves but are associated with someone who does.

Under Minnesota law, these protections extend beyond the workplace to education and access to housing. The MHRA broadly defines what counts as a disability and seeks to promote full participation in public life. Both state and federal law recognize that temporary impairments, such as recovery from surgery or short-term medical conditions, may also offer protection if they substantially limit major life activities. Minneapolis employers must remain aware of these evolving definitions and train staff to prevent exclusion of qualified individuals.

What Are Reasonable Accommodations & When Are They Required?

“Reasonable accommodations” are steps an employer can take to enable a person with a disability to do their job, the job for which they applied, or potentially another available job. If someone needs an accommodation to become or stay employed, the law requires an employer to provide it unless doing so would create an undue burden on the employer. The duty to provide reasonable accommodations ensures that people with disabilities can find, keep, and enjoy the benefits of employment.

Reasonable accommodations vary, from simple solutions like adjusting work schedules to more complex arrangements such as acquiring assistive technology or providing job coaches. In many Minneapolis workplaces, common accommodations also include remote work options, designated parking spaces, and modified workstations. Employers who proactively explore potential accommodations can foster more inclusive work cultures and reduce the risk of legal disputes. The requirement to provide accommodations applies to public and private employers who meet certain size or staffing thresholds, so understanding obligations under both federal and Minnesota law is essential for compliance.

Reasonable accommodations can include:

• Physical changes to the workplace
• Job restructuring
• Modified work schedules
• Reassignments to available positions
• Leaves of absence

Determining what accommodations are available, whether they are reasonable, and whether they pose an undue burden depends on the specific facts of each case. Employees and employers should engage in an interactive process to answer these questions. The law does not favor parties that fail to make a good-faith effort during this process.

What Does the Law Allow an Employer to Ask About an Employee’s or Job Applicant’s Disability?

Generally, an employer may only ask medical questions or require a medical exam when they need documentation to support an accommodation request, or if they believe a medical condition may impact job performance or workplace safety. During the hiring process, employers cannot ask applicants whether they are disabled or about the nature or severity of any disability. Employers also cannot require applicants to provide this information. Additionally, the Genetic Information Non-Discrimination Act of 2008 (GINA) prohibits discrimination based on genetic information and restricts employers from seeking details about genetic services, genetic tests, or family medical history.

The Minnesota Human Rights Act places additional restrictions on what Minneapolis employers may ask during interviews or after an offer has been made. Employers must focus on job-related abilities rather than health status, and must store any medical information separately from personnel files to maintain confidentiality. The Equal Employment Opportunity Commission and state agencies enforce these boundaries while also providing training resources for local employers and HR teams. Employees concerned about improper medical questions in Minneapolis can seek guidance from city or state agencies dedicated to civil rights enforcement.

Employers must navigate these questions carefully to avoid potential discrimination claims. HR teams and managers need training on ADA and GINA compliance to protect both employees and the business. By understanding these legal constraints, employers can create inclusive hiring processes that respect every candidate’s rights.

Examples of Potential Disability Discrimination Include:

• Your doctor diagnosed you with a medical problem but says you can still perform your job with a little help. Your employer makes little (if any) effort to see if they can provide such help and decides to fire you.
• You used to have a mental or physical impairment and you are denied a job, promotion, reassignment, or fired because of this prior disability.
• You are at a job interview and a potential employer asks you questions related to your actual or perceived physical or mental impairments.
• A potential employer offers you a job, requires you to submit to a medical examination without justification, and then denies you the job based on the examination.
• An employer requires you to reimburse them for the costs of providing a medical examination or reasonable accommodation.

By recognizing and avoiding these discriminatory practices, both employees and employers can contribute to a fair workplace. The ADA and GINA offer protections for individuals while giving employers clear guidelines to promote an inclusive environment.

Resources for Employees Facing Disability Discrimination in MN

Employees in Minnesota who believe they face disability discrimination can access several resources to address their concerns. The Minnesota Department of Human Rights provides guidance on how to file a discrimination complaint under the Minnesota Human Rights Act and offers support throughout the process, helping employees understand their rights and possible actions to take against an employer.

In addition to state resources, local advocacy groups and non-profits provide support and guidance. Organizations such as the Disability Law Center and local ADA resource centers offer legal advice and educational materials. By consulting these resources, employees can gather information to handle their situation and make informed decisions about their claims. Connecting with these organizations can bring a sense of community and empowerment during a difficult time.

For individuals living or working in Minneapolis, additional help is available from the Minneapolis Department of Civil Rights, which investigates workplace discrimination within city limits and provides outreach to help employees understand their protections. Many area organizations, like the Metropolitan Center for Independent Living and Minnesota Disability Law Center, frequently host workshops or clinics in the Twin Cities to inform workers of their rights. These local services complement state and federal resources, making Minneapolis one of the most robust regions in Minnesota for employees seeking assistance with workplace disability issues.

Contact Our Disability Discrimination Lawyer in Minnesota Today

If you have experienced disability discrimination in the workplace in Minneapolis, Nichols Kaster, PLLP is ready to help. Our Minnesota disability discrimination attorneys are committed to defending your rights and fighting for the justice you deserve. We understand the challenges you face and stand ready to provide legal guidance. Contact us today, and let us advocate for you and protect your rights.

Clients throughout the Minneapolis–Saint Paul area rely on our deep knowledge of both local and statewide employment laws. Our firm remains dedicated to keeping clients informed at every step and to navigating the specific procedures required by Minnesota’s agencies and courts. By working with attorneys who know regional best practices, employees in Minneapolis can gain clarity and peace of mind as they pursue fair treatment.

Send us a message or call (877) 344-4628 to speak with our Minnesota disability discrimination lawyers.

Frequently Asked Questions About Disability Discrimination

What Steps Should I Take If I Experience Disability Discrimination?

If you face disability discrimination at work, document every incident in detail. Record dates, times, and details of each event and keep any related emails or memos. Report the discrimination internally by following your company’s procedure—usually by contacting HR or a compliance officer. If the situation doesn’t resolve internally, you can file a complaint with the Minnesota Department of Human Rights or the Equal Employment Opportunity Commission (EEOC). Consider consulting a disability discrimination attorney in Minneapolis to discuss your rights and possible legal steps. Legal professionals can guide you through the process and help you build a strong claim.

How Does Minnesota Define Disability Under Its Human Rights Act?

The Minnesota Human Rights Act defines a disability as any condition or characteristic that substantially limits one or more major life activities. This comprehensive definition covers both physical and mental impairments, including those that are not immediately visible. The MHRA also protects individuals perceived as having a disability or those with a history of impairment. This broad definition reflects Minnesota’s commitment to providing equal access to employment opportunities, regardless of ability. Using an inclusive definition of disability, Minnesota protects more individuals and ensures employers foster fairness in the workplace.

Are Employers in Minneapolis Required to Provide Accommodations for Disabilities?

Employers in Minneapolis and across Minnesota must provide reasonable accommodations so employees with disabilities can do their jobs. Examples include modifying work schedules, restructuring jobs, providing assistive devices, or altering the workplace for accessibility. Law requires employers to engage in an interactive process to determine accommodations, considering each employee’s needs and whether such accommodations would impose an undue hardship on their business.

Can I File a Disability Discrimination Complaint Anonymously in Minnesota?

You usually cannot file a formal complaint anonymously, but you can protect your identity during the early stages. If you contact a legal professional or advocacy group for advice, they can help guide you while maintaining confidentiality. Consult these experts before filing a complaint to understand the implications. Once you file a complaint with the EEOC or the Minnesota Department of Human Rights, some identification will be necessary. These agencies provide protections against retaliation to help safeguard your rights during the process.