You might not think of yourself as someone with a disability. Maybe you are dealing with chronic pain that flares up halfway through your shift or a mental health condition that makes it harder to focus. Even so, you are still showing up, still getting the job done — but it’s getting harder, and you are starting to feel the weight of it more than you would like to admit.
What you might not realize is that Washington law could consider your condition a disability, even if no one at work has ever brought it up.
Conditions that may be covered under Washington law
Under the Washington Law, a disability doesn’t need to be permanent, visible or extreme. The law defines it as any physical, mental or sensory condition that is medically recognizable or diagnosable, including those you’ve had in the past or that your employer believes you have, whether or not it’s formally documented.
That means protection does not just apply to severe injuries or long-term illnesses. It can also include conditions like anxiety, chronic migraines, diabetes or lingering pain from an accident or surgery. In some cases, it may even apply to conditions that flare up only at certain times or are well-managed most of the time.
Still, what qualifies under the law is not just about the label; it also comes down to how that condition affects your ability to do your job. If it limits your focus, energy, mobility or stamina, and if a medical professional would recognize it as legitimate, it may meet the legal standard for protection.
What your employer is required to do if you qualify
Once your employer becomes aware that a medical condition is affecting your ability to work, they have a legal obligation to engage in what is known as the interactive process — a protected exchange where you outline what you need, and your employer works with you to explore reasonable ways to support you on the job. That might involve more breaks, temporary adjustments to your duties or time off to recover, depending on what the situation calls for.
They don’t have to agree to everything, but they cannot brush you off, ignore your request or punish you for speaking up. If they do, they may be crossing a legal line, even if they try to frame it as just business.
When to talk to a lawyer
If you’ve asked for support and your employer stopped responding, cut your hours or started writing you up, it may be time to reassess what’s going on. Maybe you know someone who got accommodations for something similar, but every situation is different. What your job involves, how your condition affects you and how your employer responded all play a role.
A conversation with a lawyer can help you make sense of what’s happening, not to stir up conflict but to understand whether something’s been mishandled and what your options really are.
Moving forward with clarity
If you are struggling with a health issue at work and are not sure what your rights are, you don’t have to keep guessing. Washington’s protections for workers with disabilities are broader than most people think, and asking questions does not mean you are overreacting. It means you are taking your situation seriously, and that’s a good place to start.