Overview
Overview
O’Hagan Meyer helps employers handle disability accommodation, leave, and workplace access issues through practical, litigation-informed counseling, risk management, and experienced defense. We represent clients in single-plaintiff, class, and collective actions, before administrative agencies, and at the negotiating table.
Faced with increasingly complex obligations under the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Pregnant Workers Fairness Act (PWFA), and a range of state and local laws governing leave, accommodation, and workplace accessibility, businesses turn to O’Hagan Meyer for straightforward guidance and strategic counsel. With a clear understanding of how accommodation and leave decisions are scrutinized in litigation, we help employers make informed, defensible decisions in real time, balancing legal obligations, workforce management, and operational realities.
Our lawyers regularly advise employers through fast-paced employee situations, avoiding operational disruptions and reducing exposure so matters don’t escalate. We counsel on a wide range of day-to-day and high-risk issues, including:
- Disability accommodations
- Medical, family, and other protected leave requests
- Pregnancy-related accommodations
- Fitness-for-duty evaluations and return-to-work decisions
- Intermittent and extended leave requests
- Attendance and performance management issues involving leave
- Remote and hybrid work accommodations
- Workplace accessibility concerns
We handle disputes involving ADA, FMLA, and PWFA claims, as well as broader leave and accommodation matters. Members of our team represent employers in agency charges, workplace investigations, mediations, and pre-litigation resolution of high-exposure disputes arising from accommodation decisions, leave administration, and workplace policies.
O’Hagan Meyer has successfully defended employers in cases alleging disability discrimination, failure-to-accommodate, retaliation, interference, and related claims in federal and state courts nationwide, as well as before the EEOC, state fair employment agencies, and other administrative bodies.
We approach disability, leave, and workplace access matters with a practical understanding of both legal risk and day-to-day business operations. Working closely with employers, HR professionals, risk managers, and business leaders, we develop tailored strategies based on each client’s workforce, industry, and operational needs. Our lawyers routinely advise on documentation practices, accommodation assessments, multistate leave compliance, and sensitive employee relations matters involving mental health conditions, workers’ compensation, performance concerns, and alleged leave abuse. We also review and draft workplace policies and handbooks, assess compliance practices, and conduct manager and employee training designed to reduce risk.
Clients rely on our team for proactive counsel, direct partner involvement, responsive service, lean staffing, and practical legal guidance grounded in extensive employment litigation experience. With a national platform and experience handling matters across jurisdictions, we help employers address evolving disability, leave, and workplace access challenges practically, efficiently, and strategically.
News & Honors
News
Inquire
Inquire
If you have a question or would like to learn more about our services, please fill out the form below. Someone from our team will review your inquiry and follow up as needed.
Please note that no attorney-client relationship is formed unless and until we agree upon and execute a written retention agreement. Until that time, we are unable to act on your behalf or protect your legal interests.
