In March 2025, the U.S. Department of Justice removed 11 ADA guidance documents, leaving many businesses unsure about the clarity of compliance expectations.

While these removals have reduced the availability of government-issued best practices, they have not eliminated legal responsibilities.

For employers, this regulatory shift presents a choice: either lead with proactive accessibility or face mounting risks.

Ignoring accessibility can cost far more than making inclusion part of your business strategy — and those costs go beyond lawsuits.

Legal Risks of Ignoring Accessibility

1. Violations and Lawsuits

The ADA remains federal law. Businesses that fail to comply can face complaints, investigations, and legal action. The Department of Justice has historically imposed significant fines for non-compliance.

2. Class Action Lawsuits

Companies that fail to ensure accessibility in digital platforms, public spaces, or hiring practices may face class-action suits, which can escalate quickly in both cost and public exposure.

3. Increasing State-Level Enforcement

Several states have ramped up disability discrimination enforcement, meaning that businesses may face scrutiny not just at the federal level but locally as well (National Disability Rights Network, 2024).

Reputational Risks

1. Damage to Employer Brand

Inaccessible hiring processes or public failures to accommodate employees with disabilities can lead to damaging reviews on platforms like Glassdoor and Indeed, reducing your ability to attract top talent.

2. Negative Media Coverage

Media outlets are quick to spotlight companies failing to uphold accessibility commitments. In 2024 alone, several high-profile lawsuits made national headlines, resulting in customer boycotts and shareholder pressure.

3. Social Media Backlash

One viral post calling out inaccessibility or exclusion can cause long-lasting reputational harm and diminish consumer trust.

Financial Risks

1. Cost of Retroactive Compliance

It’s far more expensive to fix accessibility issues after a lawsuit or investigation than to invest proactively.

2. Loss of Diverse Talent

Companies that do not invest in accessible workplaces miss out on skilled candidates with disabilities — a talent pool that represents over 61 million Americans (CDC, 2024).

3. Decline in Consumer Loyalty

Studies show that customers are more likely to support brands that demonstrate social responsibility and inclusion (Accenture, 2020).

Real-World Examples of Accessibility Negligence

• Domino’s Pizza (2019):
  The Supreme Court declined to hear Domino’s appeal, allowing a lawsuit to proceed against the company for an inaccessible website — a landmark case that signaled digital accessibility is non-negotiable (Reuters, 2019).

• Giant retailers (2023–2024):
  Multiple large retailers faced class-action lawsuits due to inaccessible online platforms, costing millions in legal fees and settlements.

What Companies Should Do to Avoid These Risks

1. Conduct Accessibility Audits Regularly

Evaluate both physical spaces and digital platforms to ensure they meet current standards.

2. Prioritize Inclusive Hiring Practices

Remove barriers in job descriptions, application portals, and interview processes.

3. Invest in Accessibility Training for Leadership

Leaders and hiring managers should be trained on ADA obligations and the business case for inclusion.

4. Create Accountability Structures

Tie accessibility metrics to leadership evaluations and company-wide performance goals.

Conclusion

Ignoring accessibility is not just a legal risk — it’s a reputational, financial, and operational risk.

Companies that fail to take proactive steps may face consequences that damage their brand for years.

On the other hand, businesses that invest in accessibility and disability inclusion build trust, attract diverse talent, and future-proof their organizations in an increasingly inclusive world.

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Related Articles

• DOJ Removes ADA Guidance: What Employers Need to Know in 2025

• DOJ Rescinds Accessibility Guidelines: What This Means for Job Seekers with Disabilities

• The Future of ADA Compliance: Why Employers Must Be Proactive

• How to Communicate Your Company’s Commitment to Disability Inclusion in 2025

• Disability Inclusion and DEI: Why They Cannot Be Overlooked in Your 2025 Strategy

• Beyond Guidelines: How Companies Can Foster Disability-Friendly Workplaces Without Mandates

• What HR Leaders Should Watch: The Legal Landscape of ADA and DEI in 2025

• The Ethics of Inclusion: Why Doing the Bare Minimum Won’t Cut It

• The Cost of Rollbacks: How DEI Retractions Affect People with Disabilities

Sources & References:

• ADA.gov. (2025). The Americans with Disabilities Act. Retrieved from https://www.ada.gov

• CDC. (2024). Disability and Health Data. Retrieved from https://www.cdc.gov/ncbddd/disabilityandhealth/infographic-disability-impacts-all.html

• National Disability Rights Network. (2024). State Disability Rights Enforcement Trends. Retrieved from https://www.ndrn.org

• Accenture. (2020). Getting to Equal: The Disability Inclusion Advantage. Retrieved from https://www.accenture.com/us-en/insights/inclusion-diversity/disability-inclusion-research

• Reuters. (2019, October 7). Domino’s loses Supreme Court appeal in disability access case. Retrieved from https://www.reuters.com/article/us-usa-court-dominos-idUSKBN1WM1CH