The Americans with Disabilities Act (42 U.S.C. §12111+) requires employers with 15+ employees to provide reasonable accommodations for mental-health conditions if they substantially limit a major life activity. Examples: flexible scheduling for therapy appointments, leave for treatment, quiet workspace, modified break schedule, telework arrangement.
The ADA requires an interactive process — you and your employer discuss what accommodation might work. You don't have to disclose your specific diagnosis — just enough for the employer to understand the functional limitation. Medical documentation may be requested.
EEOC enforcement: eeoc.gov.
Generate an accommodation request letter: letter generator
If you've worked for an FMLA-covered employer for 12+ months (1,250+ hours), you have up to 12 weeks of unpaid leave per year for your own serious health condition (including mental health) OR to care for a family member with a serious health condition. Your job is protected during the leave.
DOL Wage and Hour Division: dol.gov/whd/fmla.
Indiana state employment-discrimination law adds protections at the state level. Enforced through the Indiana Civil Rights Commission.
File a complaint: Indiana Civil Rights Commission.
If your employer's behavioral health benefits are inadequate (no EAP, low session limit, poor network adequacy, no parity audit), you can advocate for changes. Generate a structured letter: Letter to HR generator.
It is illegal to retaliate against an employee for requesting a reasonable accommodation, taking FMLA leave, or filing a complaint about parity violations. Retaliation complaints go to EEOC (federal) + Indiana Civil Rights Commission (state).