Plain-English summary
Court rules former employees can’t sue under ADA for discrimination in benefits unless they sought or held the job when
The Court decided that to win a claim under the Americans with Disabilities Act (ADA) for discrimination in employment benefits, a plaintiff must have held or sought the job and been able to perform its essential functions at the time of the employer’s alleged discriminatory act. The decision affirmed the Eleventh Circuit and limits ADA suits by former employees who no longer occupy the position when the challenged conduct occurred.
Why this matters
This decision narrows when employees can use the ADA to challenge employer actions about employment benefits. It limits ADA protection for people who are no longer in the job when the employer acts, which affects how and when discrimination claims must be filed and framed.
Who may feel it
- Current employees with disabilities
- Former employees who seek to challenge employer actions after leaving a job
- Human resources departments and employers
- Disability rights advocates and lawyers
Key questions
- Does the ADA let a former employee sue for discrimination in employment benefits when she no longer holds the job at the time the employer acted?