If you disclose a mental health condition at work, you may wonder if that information can be used against you. A recent federal case from June 2025 directly addressed this issue. An employee was removed from his safety-sensitive job after reporting that he took medication for post-traumatic stress disorder (PTSD). The employer claimed the medication created safety concerns. The worker argued that this action violated his rights under the Americans with Disabilities Act (ADA).

This case has sparked new attention around how fitness-for-duty evaluations work and whether employers can use mental health disclosures as a reason to terminate someone. If you are concerned about how your health affects your job, you are not alone. The law protects qualified workers who can do their jobs safely, even if they manage ongoing mental health conditions.

What This Case Tells Us About ADA Protections in the Workplace

The ADA prohibits employers from discriminating based on a disability if the employee can perform the essential functions of the job with or without reasonable accommodations. That includes mental health conditions such as anxiety, depression, and PTSD.

In this case, the worker had passed multiple physical exams and was cleared by his doctor. After voluntarily disclosing that he took a commonly prescribed anti-anxiety medication, the employer placed him on leave and eventually removed him from his position. The employer claimed it had the right to require a more extensive medical review and ultimately decided he could no longer work in a safety-sensitive role.

The employee argued that the removal was discriminatory and not based on actual job performance or risk. The dispute now focuses on whether the employer followed the law in responding to a health disclosure or crossed the line by acting on fear and speculation.

This issue is not limited to one workplace or industry. Many employees in transportation, construction, healthcare, and manufacturing face similar treatment after disclosing medication use.

When Can an Employer Request a Fitness-for-Duty Exam?

Under the ADA, employers may require a medical evaluation only if it is job-related and consistent with business necessity. That means an employer must have a reasonable belief, based on objective evidence, that your ability to perform essential job duties is impaired, or that you pose a direct threat.

An employer cannot use general safety concerns or assumptions about a diagnosis to justify removal. The evaluation must relate to your specific condition and how it may affect your job performance.

If you were removed from your position after disclosing a health condition, and the decision was not backed by objective medical evidence, you may have grounds for a claim.

How Mental Health Disclosures Should Be Handled at Work

Many employees worry that sharing mental health information will cost them their jobs. While federal law offers protection, employers often misunderstand or misuse those protections. If you feel forced to stay silent about your condition, or if you were punished after sharing it, you may be facing unlawful discrimination.

Here are steps you can take to protect your rights:

• Keep records of all communications about your condition and job status;
• Request all employer evaluations or reports related to your fitness for duty;
• Follow your doctor’s recommendations, not just those of the employer’s evaluator; and
• Do not resign without consulting a lawyer first.

Even if your job requires strict safety standards, that does not give your employer the right to ignore your medical providers or substitute opinion for fact.

Why Timing and Documentation Matter in ADA Disputes

In ADA cases, timing often plays a significant role. If your removal closely follows a disclosure about medication, therapy, or a mental health diagnosis, that timing may support a claim. Employers sometimes move quickly after learning about a condition, even when there is no evidence that the condition affects job performance.

Document everything: emails, evaluations, job duties, and changes to your assignments. If your role was changed or eliminated soon after you disclosed a diagnosis or asked for accommodations, that history could help show discrimination.

An experienced employment discrimination lawyer can review the facts and help you take the proper steps forward. You do not have to prove bias beyond a doubt. You only need enough facts to show that the decision was likely based on your health rather than your actual ability to work.

Call The Nourmand Law Firm to Discuss Mental Health Discrimination at Work

If you were removed from your job after disclosing a mental health condition or medication, you may have a right to pursue legal action. Your employer must follow the law, including the rules that protect workers with anxiety, depression, PTSD, and other health conditions. You should not be punished for being honest about your medical needs or following your doctor’s advice.

The Nourmand Law Firm represents employees in discrimination and wrongful termination cases throughout the state of California. The team focuses entirely on protecting worker rights and holding employers accountable under federal and state law.

To speak with a lawyer about your situation, call 800-700-9243. You can also contact The Nourmand Law Firm through the firm’s website. You do not need to face this situation alone, and you do not need to stay silent if your job was taken from you unfairly.