Law firms in California with five or more employees have an affirmative legal duty to provide reasonable accommodation to their attorneys and other employees with physical or mental disabilities unless doing so would cause undue hardship. This affirmative duty arises from state and federal law and furthers the important public policy of lifting barriers to employment faced by attorneys with disabilities. According to data the Equal Employment Opportunity Commission (EEOC) has provided, 32.6% of all EEOC claims filed in California in 2016 were based on disability, surpassing the number of claims filed based on any other protected characteristic, such as race, sex, color, religion, national origin, or age. Similarly, the California Department of Fair Employment and Housing (DFEH) reported that the majority of employment-based discrimination claims it received in 2016 were based on disability. This is not surprising given how complex the law is on accommodating individuals with disabilities.