Disability discrimination can manifest as lost opportunities or a hostile work environment. Other times, companies may discriminate against workers by refusing to accommodate their medical needs. Accommodations should be reasonable and necessary. Some of them are truly unique, but others are consistent across many medical conditions.
People with a variety of medical conditions may need prompt access to a bathroom facility. Pregnant women, workers dealing with digestive conditions, such as irritable bowel syndrome, and a host of other professionals may need to access bathrooms regularly throughout the day to manage their symptoms or prevent their conditions from worsening. A lack of bathroom access can be a form of disability discrimination.
Employers should not restrict bathroom access
Federal employment standards make it clear that employers should not prevent workers from accessing bathrooms as needed throughout the workday. They should not limit employees to a certain number of visits or control how much time they spend in the bathroom.
Workers should not be at risk of write-ups or other consequences if they take frequent breaks because of their medical conditions. Additionally, their employer should provide adequate facilities given the number of workers.
There should also be at least one accessible bathroom stall, if not more. Accessible stalls have larger enclosed spaces, wider doors and fixtures at certain heights to make them accessible for those in wheelchairs. The failure to grant workers access to bathrooms or to provide an accessible bathroom could constitute disability discrimination.
Workers facing bathroom challenges and other forms of disability discrimination may need support to understand their rights, and that’s okay. Taking legal action against a company can force an employer to adjust its policies or invest in an accessible bathroom space.