Do Employers Need to Accommodate an Employee’s Perfume Sensitivity?

You might expect that courts do not like to penalize government agencies too much. That expectation became a reality in a recent case in the Ninth Circuit appeals court. In that case, the Ninth Court found that the Social Security Administration (the “SSA”) did not discriminate against an employee—named Ms. Toms—on the basis of her alleged perfume sensitivity disability.

Americans with Disabilities Act, Employment Agreement, Executive Agreement, Perfume

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August 23, 2022

Landmark Decision Extends ADA Protection to Individuals with Gender Dysphoria

In the first such decision by a federal appellate court, the U.S. Court of Appeals for the Fourth Circuit ruled that the Americans with Disabilities Act (ADA) protects individuals with gender dysphoria. The decision, Williams v. Kincaid, No. 21-2030 (4th Cir. Aug. 16, 2022), has immediate consequences for employers in states within the jurisdiction of the Fourth Circuit: Maryland, North Carolina, South Carolina, Virginia, and West Virginia. Employers in California should heed this development, as the Ninth Circuit (and others) may follow suit.

ADA, ADA Protection, Americans with Disabilities Act, Fourth Circuit, Gender Dysphoria

Tag: Americans with Disabilities Act

Do Employers Need to Accommodate an Employee’s Perfume Sensitivity?

Landmark Decision Extends ADA Protection to Individuals with Gender Dysphoria

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