October Proclaimed Disability Employment Awareness Month in California
On October 7, 2025, Governor Gavin Newsom proclaimed October disability employment awareness month in California. There are more than seven million disabled Californians. Many of them make very important contributions to the workplace. The proclamation emphasizes that employers must comply with state and federal disability laws. Within this article, our Riverside County employment attorney provides an overview of key things employers in California should know about their responsibilities.
October was Disability Awareness Month in the Workplace in California
This declaration of a Disability Employment Awareness Month in California made history as the first statewide proclamation ever issued in Braille. The declaration recognizes more than seven million Californians with disabilities and adopts the national theme “Celebrating Value and Talent.” It reaffirms the state’s commitment to equal access, workplace inclusion, and fair wages. The proclamation also emphasizes ongoing efforts to ensure employer compliance with disability laws.
Workplace Disability Law in California: Tips for Employer Compliance
- Employers Should Review and Update Accessibility Policies
Proactive compliance is a must. Employers should ensure all workplace policies comply with both the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA). Among other things, it is a best practice to review job descriptions, hiring practices, and performance evaluations to confirm that essential functions are clearly defined and do not unintentionally exclude qualified applicants with disabilities.
- Employers Should Implement a Process for Reasonable Accommodation Requests
California law and (if applicable) the ADA require employers to engage in a good-faith interactive process when an employee requests accommodation. There should be a well-developed process in place. Employers should document every step, evaluate options in the most objective manner possible, and implement adjustments that allow the employee to perform essential duties without undue hardship when it is appropriate to do so. By putting the right procedures in place to deal with reasonable accommodation requests, you can go a long way towards reducing your liability risk.
- Employers Should Ensure that Managers/Supervisors are Properly Trained
Training matters. It is one of the most important steps that employers can take. Supervisors must understand how to identify accommodation requests, prevent discrimination, and maintain confidentiality regarding disability-related information. The proper training of people who are in supervisory/management positions can go a long way towards helping reduce legal risk.
- Employers Should Protect Worker Medical Records With Care
Finally, employers in California should maintain strict confidentiality regarding medical records or documentation submitted in support of an accommodation request. All medical information should be stored separately from general personnel files. Further, employers should limit access to authorized human resources personnel only.
Speak to Our California Employment Attorney Today
At Sloat Law Group, APC, our California employment lawyer for employers has the experience that you can rely on. If you have any questions about your legal obligations, please do not hesitate to contact us today for a fully confidential consultation. We provide employment law services in Riverside County and Statewide in California.
Source:
gov.ca.gov/2025/10/07/governor-newsom-proclaims-disability-employment-awareness-month/
