Arizona Disability Discrimination Laws: Your Rights Under ACRA

Quick Answer: The Arizona Civil Rights Act (ACRA) prohibits disability discrimination at employers with 15+ employees. Employers must provide reasonable accommodations unless undue hardship. File complaints with ACRD within 180 days or EEOC within 300 days with worksharing.

Arizona protects workers with disabilities from discrimination.

Arizona Disability Protections

Arizona Civil Rights Act

ACRA protects:

• Physical disabilities
• Mental disabilities
• Medical conditions
• Perceived disabilities

Applies to:

• 15+ employee employers
• 180-day ACRD deadline

Federal ADA

Also provides:

• Similar protections
• 15+ employees
• 300-day deadline with worksharing

What's a Disability

Definition

Includes:

• Physical impairment
• Mental impairment
• Substantially limits major life activities
• Record of impairment
• Perceived as having impairment

Examples

May include:

• Mobility impairments
• Vision/hearing impairments
• Chronic conditions
• Mental health conditions
• Cancer/HIV
• Autoimmune disorders

Reasonable Accommodation

Employer's Duty

Must provide:

• Reasonable accommodation
• Unless undue hardship
• For essential job functions
• Through interactive process

Common Accommodations

Examples:

• Modified schedule
• Accessible workspace
• Equipment modifications
• Leave for treatment
• Job restructuring
• Work from home

Interactive Process

Steps:

1. Employee requests accommodation
2. Employer discusses needs
3. Explore options
4. Implement effective accommodation

Undue Hardship

Factors:

• Cost
• Employer resources
• Nature of operations
• Impact on business

What's Prohibited

Hiring

Cannot:

• Ask about disabilities pre-offer
• Refuse hire based on disability
• Require pre-offer medical exams

Workplace Treatment

Cannot:

• Fire based on disability
• Harass over disability
• Deny promotions
• Deny accommodations without hardship

Medical Inquiries

Rules:

• Pre-offer: Cannot ask
• Post-offer: Job-related exams allowed
• During employment: Limited to necessity

Filing Complaints

ACRD (State)

Arizona Attorney General:

• Phone: 602-542-5263
• Deadline: 180 days

EEOC (Federal)

For ADA claims:

• Phone: 602-640-5000
• 300-day deadline with worksharing

Common Scenarios

Scenario 1: Accommodation Denied

Situation: Requested ergonomic equipment, employer refused.

Analysis: Must accommodate unless undue hardship. Document request.

Scenario 2: Fired After Diagnosis

Situation: Terminated after disclosing chronic illness.

Analysis: May be discrimination. Timing is evidence.

Scenario 3: Mental Health

Situation: Need flexible schedule for therapy appointments.

Analysis: Mental health conditions covered. Request accommodation.

Scenario 4: Pre-Offer Questions

Situation: Interviewer asked about medical history.

Analysis: Illegal pre-offer medical inquiry. May indicate bias.

Frequently Asked Questions

Does Arizona protect disabled workers?

Yes. ACRA prohibits disability discrimination at 15+ employee employers.

What accommodations are required?

Reasonable ones that don't cause undue hardship.

Can employer ask about disability?

Not before job offer. Limited after offer.

How long to file complaint?

180 days with ACRD, 300 days with EEOC.

Related Topics

• Arizona Workplace Discrimination
• Arizona FMLA Guide
• Arizona Employment Law Hub

Take Action

If facing disability discrimination:

1. Request accommodation in writing
2. Document interactions
3. Note 180-day deadline
4. Consult employment attorney

Legal Disclaimer

This article provides general information about disability discrimination in Arizona and is not legal advice. For specific advice, consult a licensed Arizona employment attorney.

For official information:

• Arizona Attorney General: https://www.azag.gov | 602-542-5263
• EEOC Phoenix: 602-640-5000