If your claim is denied, you must file an appeal within 60 days — missing this deadline can lead to an automatic rejection. There are several levels of appeal, from reconsideration to a federal court hearing, and in some cases, you may still qualify for a late appeal if you have “good cause.” Learn more about the appeal process and how we can help here.

Yes — but qualifying can be even more complex than for adults. Social Security uses specific criteria, including medical “listings” and functional “domains,” to determine whether a child under 18 is disabled. For a deeper look at how eligibility works, read our full article here.

Survivor benefits allow a disabled widow, widower, or child to receive Social Security Disability based on the work record of a deceased spouse or parent. These benefits can provide crucial financial support when a loved one passes away, especially if the survivor is unable to work due to a disability. To learn more about how these benefits work and who qualifies, read the full article here.

Yes — Social Security recognizes many mental health conditions as disabling if they meet specific legal and medical criteria. Even if you don’t meet a formal listing, you may still qualify based on how your condition affects your ability to work. To learn more about how these claims are evaluated, read our full article here.

Disability discrimination occurs when an employee is treated unfairly because of a physical or mental impairment. This includes denial of reasonable accommodations, harassment, or any adverse action based on their disability. Employers must investigate claims promptly, maintain confidentiality, and take appropriate action if discrimination is found. To learn more about how to handle and resolve these claims, read the full article here.

A reasonable accommodation is any adjustment—such as modified work schedules, physical changes, or assistive technology—that enables an employee with a disability to perform essential job duties. Under the ADA, employers are legally required to provide accommodations unless doing so would cause undue hardship. To learn how to identify and implement effective accommodations, read the full article here.

Employers are legally required to keep disability-related information private, including medical records and accommodation requests, under laws like the ADA and HIPAA. Access to this information should be limited, securely stored, and communicated discreetly. To learn how to maintain compliance while fostering a respectful workplace, read the full article here.

Start by making physical spaces easier to navigate — add ramps, adjust workstations, and ensure restrooms and common areas are accessible. Don’t forget digital accessibility: make websites screen-reader friendly, use accessible software, and format documents for assistive tech. Just as important is fostering a culture of inclusion through training and open communication. For a full breakdown of tips and best practices, check out the article here.

To stay compliant, employers must understand how the FMLA and ADA work together—providing up to 12 weeks of leave under FMLA while also offering reasonable accommodations under the ADA when needed. Consistent policies, clear communication, and proper documentation are key to managing leave fairly and legally. For a full guide on navigating leave laws and best practices, read the article here.