California and federal laws, including Title I of the Americans with Disabilities Act of 1990 (“ADA”) (U.S.C. § 12101 et seq.) and the California Fair Employment and Housing Act (“FEHA”) (Cal. Gov. Code § 12940 et seq.) require employers to engage in the interactive process and to make reasonable accommodations for employees who suffer from certain mental and physical disabilities, so long as the disability is known to the employer and the employer will not suffer undue hardship as a result of the accommodation. For instance, if you have a physical condition that requires you to be seated during the workday, and the legitimate business needs of the employer do not require you to be standing, then the employer may be obligated to provide you with that accommodation. The law also requires that employers engage in the interactive process by trying to accommodate your disability. So if you have a mental condition, such as ADHD or depression, and you tell your employer about it, your employer must engage in the interactive process and take steps to help you retain your employment.