It’s 2025, and the EEOC isn’t slowing down. Just last week, four new disability-related lawsuits were announced — reinforcing what we’ve been warning for months: the risk is real, the bar is higher, and employers who don’t take ADA compliance seriously are going to feel the consequences.
At Disclo, we’ve been tracking the rise in ADA-related enforcement, particularly around mental health accommodations, interactive process breakdowns, and return-to-office (RTO) challenges. But what used to be a rising trend is now a full-blown wave — and companies that fail to respond are getting hit with public lawsuits, brand damage, and legal costs.
This isn’t about checking a compliance box. It’s about protecting your business and your people.
Mental health accommodations are the new frontier. Mental health claims now make up a significant portion of ADA cases. Employees with anxiety, depression, PTSD, and other non-apparent disabilities are requesting accommodations — and the law is on their side.
Return-to-office (RTO) mandates are fueling lawsuits. RTO policies are triggering legal risk when employers deny remote work accommodations or force employees into harmful environments without considering disability-related needs.
The interactive process is not optional. Failing to engage in an individualized, documented process when reviewing accommodation requests is one of the top reasons employers land in court.
You can’t keep ignoring accommodations.
The EEOC has made it clear: inaction is a liability. But there’s good news — getting it right isn’t just about risk. It's about building a workplace where people feel safe, supported, and empowered to do their best work.
And we have a solution for just that. Let’s talk!
With new disability-related lawsuits surfacing almost weekly, one thing is clear: employers who don’t take ADA compliance seriously are going to feel the consequences.
It’s 2025, and the EEOC isn’t slowing down. Just last week, four new disability-related lawsuits were announced — reinforcing what we’ve been warning for months: the risk is real, the bar is higher, and employers who don’t take ADA compliance seriously are going to feel the consequences.
At Disclo, we’ve been tracking the rise in ADA-related enforcement, particularly around mental health accommodations, interactive process breakdowns, and return-to-office (RTO) challenges. But what used to be a rising trend is now a full-blown wave — and companies that fail to respond are getting hit with public lawsuits, brand damage, and legal costs.
This isn’t about checking a compliance box. It’s about protecting your business and your people.
Mental health accommodations are the new frontier. Mental health claims now make up a significant portion of ADA cases. Employees with anxiety, depression, PTSD, and other non-apparent disabilities are requesting accommodations — and the law is on their side.
Return-to-office (RTO) mandates are fueling lawsuits. RTO policies are triggering legal risk when employers deny remote work accommodations or force employees into harmful environments without considering disability-related needs.
The interactive process is not optional. Failing to engage in an individualized, documented process when reviewing accommodation requests is one of the top reasons employers land in court.
You can’t keep ignoring accommodations.
The EEOC has made it clear: inaction is a liability. But there’s good news — getting it right isn’t just about risk. It's about building a workplace where people feel safe, supported, and empowered to do their best work.
And we have a solution for just that. Let’s talk!
