Disabilities (ADA): Maryland
Federal law and guidance on this subject should be reviewed together with this section.
- In addition to the federal equal opportunity laws, Maryland employers must comply with a number of state and local antidiscrimination laws, including the Maryland Fair Employment Practices Act. See Disability Discrimination in Maryland.
- Maryland law prohibits discrimination against individuals with a physical disability, a mental illness, HIV or AIDS and, in some cases, hypertension. See Maryland Fair Employment Practices Act.
- Maryland's Fair Employment Practices Act requires covered employers to provide certain reasonable accommodations to pregnant employees who are temporarily disabled. See Pregnancy- or Childbirth-Related Disabilities.
- An employer may not refuse to hire an applicant, discriminatorily classify any applicant or employee, or terminate the employment of an individual who refuses to submit to a genetic test or to make available the results of such a test. See Genetic Testing.
- An employer may not require a job applicant to answer any oral or written question that relates to a disability unless the disability is directly related to the applicant's ability to perform the job properly. See Medical Inquiry Statute.
- Medical marijuana is legal in Maryland for qualified registered patients with a debilitating medical condition. See Medical Marijuana.
- Several Maryland counties have enacted ordinances prohibiting discrimination in employment that are broader than the Maryland Fair Employment Practices Act, Title VII and the ADA. See Local Antidiscrimination Ordinances.