Are there any special laws that protect disabled workers in the hiring process?

Yes, there are special laws that protect disabled workers in the hiring process in Massachusetts. The Massachusetts Common Law of disability discrimination prohibits employers from denying qualified individuals with disabilities employment opportunities based on their disability or because of stereotypes or assumptions related to their disability. This law applies to employers of all sizes, including those with fewer than six employees. The Massachusetts General Laws (MGL) also provide a number of protections for disabled workers in the hiring process. For instance, employers are prohibited from asking prospective employees questions about current or past physical or mental impairments during the interview process. They are also prohibited from requiring a medical examination of a prospective employee before an offer of employment is made. Persons with disabilities must be given an equal opportunity to apply and compete for positions. In addition, employers are required to provide reasonable accommodations for employees with disabilities, unless doing so would create an undue hardship. This includes providing special equipment, making changes to the physical layout of the workspace or adjusting job duties and schedules. Finally, employers may not retaliate against an applicant or employee who has requested a reasonable accommodation for their disability or who has filed a complaint alleging disability discrimination. This protection applies to all stages of the employment process, from recruiting and interviewing to hiring and promotion.

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Are there any special laws that protect disabled workers in the hiring process?

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