Under California employment law, being allowed to work remotely is typically at the employer’s discretion and considered a benefit or privilege. However, if an employee requests remote work as a reasonable accommodation for a disability under the Fair Employment and Housing Act (FEHA), and the employer cannot show that granting it would impose an undue hardship or fundamentally alter the job, then denying that request may be unlawful.
The key point: remote work becomes a legal entitlement only when it’s required as a reasonable accommodation under law. Otherwise, it’s just a benefit, and employers have the flexibility to decide whether or not to offer it.
If your are facing issues related to remote work requests, especially those involving disability accommodations, we can help evaluate their rights and options.
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