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What Qualifies as an ADA Disability?
If you’re asking what qualifies as an ADA disability, you’re not alone. Many employees struggle to determine whether their condition meets the legal definition of a disability under the Americans with Disabilities Act (ADA). The ADA provides important protections for workers, but only if specific criteria are met. Understanding how the law defines a disability is the first step toward asserting your rights and speaking with an employment lawyer can help clarify your specific situation.
How the ADA Defines a Disability
Under the ADA, a disability is defined as:
A physical or mental impairment that substantially limits one or more major life activities;
A record of such an impairment; or
Being regarded as having such an impairment.
This broad definition means that a wide range of conditions may qualify – but not every medical issue is covered.
What Conditions Commonly Qualify as ADA Disabilities?
Some medical conditions often qualify under the ADA, including:
Mobility impairments (e.g., paralysis, cerebral palsy)
Mental health conditions (e.g., depression, PTSD, anxiety disorders)
Chronic illnesses (e.g., cancer, epilepsy, diabetes)
Neurological disorders (e.g., multiple sclerosis, Parkinson’s disease)
Sensory impairments (e.g., blindness, deafness)
HIV/AIDS
Traumatic brain injuries
These impairments must substantially limit a major life activity such as walking, seeing, hearing, working, learning, or communicating. Whether a condition qualifies often depends on how it impacts your ability to function—not just the diagnosis itself.
What Doesn’t Qualify as an ADA Disability?
Not every condition will meet the ADA’s definition. For example, temporary or minor impairments usually do not qualify, such as:
The flu or a cold
Minor sprains or strains
Broken bones that are expected to heal fully
Non-disabling cosmetic conditions
That said, a short-term condition may still qualify if it is sufficiently severe or long-lasting; for example, if it causes substantial limitations for an extended period.
Understanding the “Record of” or “Regarded As” Provisions
Even if you are not currently disabled, you may still qualify for protection if:
You have a history of a disabling condition (e.g., past cancer diagnosis)
Your employer believes you have a disability (even if you don’t) and treats you unfairly based on that assumption
For instance, if you’re denied a promotion because your employer thinks your anxiety will interfere with your job (even though it doesn’t), you may still have a claim under the ADA.
Reasonable Accommodation and the Interactive Process
If your condition qualifies, your employer must engage in an interactive process to determine a reasonable accommodation, unless doing so causes undue hardship. Common accommodations include:
Modified work schedules
Remote work or telecommuting
Extended leave
Ergonomic equipment
Reassignment to a vacant position
An employment attorney can assist if your employer fails to provide these accommodations or retaliates against you for requesting them.
Relevant Ohio Laws and Additional Protections
In Ohio, Ohio Revised Code § 4112 provides similar protections to the ADA but may apply to smaller employers and offer broader coverage. Unlike the federal ADA, which applies to employers with 15 or more employees, Ohio law can apply to companies with as few as four employees.
Employees in Ohio may have additional rights under state law, so consulting with an employment lawyer familiar with both federal and Ohio statutes is often critical.
Notable Case Example: Toyota v. Williams (2002)
In Toyota Motor Mfg., Kentucky, Inc. v. Williams, 534 U.S. 184 (2002), the Supreme Court held that a condition must limit major life activities to be considered a disability under the ADA. However, later amendments through the ADA Amendments Act of 2008 (ADAAA) reversed this narrow interpretation, clarifying that the definition of disability should be interpreted broadly.
Contact Coffman Legal for a Free Consultation
If you’re unsure what qualifies as an ADA disability, or whether your condition is protected, the best next step is to speak with a knowledgeable employment lawyer. At Coffman Legal, we help workers across Ohio understand and assert their rights under the ADA and Ohio law.
You may be entitled to reasonable accommodations, job protection, or compensation if your rights have been violated. Let us help you determine your legal options. Contact us today for a free consultation.
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