[fl] Employer Keeps Pushing In-office Alternatives After Doctor Says Full Remote Is Medically Necessary. Is This Legal?

Location: Florida

I have a documented, long-term anxiety condition and have worked fully remote under an approved ADA accommodation for several years. My performance has been excellent the entire time, and I've been promoted multiple times while remote.

This year my employer announced it would review every accommodation case by case. Here's what's happened:

- I submitted my renewal well ahead of the expiration date. It expired while they were still reviewing it.

- HR said my original doctor's documentation (accepted for years) was suddenly insufficient.

- My doctor submitted detailed paperwork, then a typed letter stating fully remote work is medically necessary, that alternatives (private workspace, reduced or gradual in-office schedule, modified hours, structured breaks, adjusted meetings) are not medically appropriate even combined, and that I can perform all job duties remotely.

- HR approved remote in the interim, but now says they're evaluating "in-person coaching, training, collaboration, and escalation support" as essential functions, and is again proposing a private enclosed workspace, a quieter floor, or modified scheduling.

- I've done all of those functions remotely for years, including company-wide virtual trainings and mentoring. In-person work was never listed in my role's competencies.

- There have been long delays and many unanswered emails throughout.

- Separately, people in leadership have told me I may need to come into the office to be promoted, even though they know about my accommodation. Other coworkers with accommodations have described similar treatment which I raised to HR but there's been no follow up.

Questions:

1. Can an employer redefine in-person work as an "essential function" after years of successful remote performance?

2. Can they keep proposing alternatives my doctor already said are not medically appropriate?

3. Does any of this start to look like failure to accommodate or disability discrimination?

I'm trying to determine if I need to seek legal action.

Thanks.