Dallas Employment Trial Lawyer Riley Carter
When employees experience health challenges, one of the first questions they often ask is whether their condition qualifies them for protection under the Americans with Disabilities Act (ADA). Not every medical issue rises to the level of a “disability” under the law and understanding the difference between an injury and a disability can be critical in determining your rights.
What the ADA Protects
The ADA prohibits discrimination against employees with a “disability” and requires employers to provide reasonable accommodations to help those employees perform their jobs, unless doing so would cause an undue hardship to the employer. But the ADA does not protect against all health problems—it specifically focuses on conditions that meet the legal definition of a disability.
Injury: A Temporary or Short-Term Condition
An injury is usually considered a temporary condition. For example, a broken arm, a sprained ankle, or recovering from routine surgery would typically fall under the category of an injury. These situations may be painful and limit your work for a short time, but if they are expected to heal completely and quickly, they usually do not qualify as a disability under the ADA.
That being said, certain injuries can develop into disabilities if they result in long-term limitations. For example, if a back injury causes chronic pain that substantially limits walking, lifting, or working, it may move from being “just an injury” into the territory of a legally recognized disability.
Disability: A Substantial Limitation on Major Life Activities
A disability under the ADA is defined as: A physical or mental impairment that substantially limits one or more major life activities. Major life activities include things like walking, seeing, hearing, speaking, breathing, lifting, concentrating, and working. Importantly, the ADA Amendments Act of 2008 (ADAAA) broadened this definition, making it easier for employees to prove they have a disability.
For example:
•Disability: Diabetes, epilepsy, major depression, or a chronic back condition that limits lifting.
•Not a disability: A sprained wrist that heals in six weeks.
Why the Difference Matters
If you have an injury, your employer might not be required under the ADA to provide accommodations (though you may have rights under other laws, like the Family and Medical Leave Act). If you have a disability, however, your employer may have legal obligations, such as:
•Modifying your work schedule,
•Providing assistive devices, or
•Reassigning non-essential job duties.
Bottom Line
An injury is often temporary, while a disability is a condition that creates lasting limitations. Whether your situation qualifies as a disability under the ADA depends not just on the diagnosis, but on how the condition affects your daily life and ability to work.
If you’re unsure whether your injury or medical condition qualifies as a disability under the ADA, speaking with an employment attorney can help you understand your rights and whether you are entitled to accommodations.