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A former Disneyland attractions employee has taken legal action against The Walt Disney Company, alleging she was wrongfully dismissed for keeping her mobile phone switched on to stay connected to her son with intellectual disabilities.
The case, which has been transferred to Orange County from its original filing location in Burbank, centres on the company’s enforcement of its internal phone policy and its handling of an employee’s family care responsibilities.
The legal complaint accuses Disney of wrongful termination, discrimination, retaliation, and failing to engage in an interactive process as required by employment law.
Cast member cites caregiving need
The former cast member, who worked in the Fantasyland area of the Disneyland resort in Anaheim, says she kept her phone turned on during her shift in December 2023 so she could be alerted to any emergencies involving her son. She claims that she only checked the phone during designated breaks and never while operating any attractions.
According to the employee, her managers questioned her about the device during her shift. When she explained her caregiving responsibilities, she was informed that she had violated the park’s policy by having the phone active at all. Management also stated they had not been made aware of her son’s condition. Shortly thereafter, she was dismissed from her role.
The case adds to a growing list of disputes involving Disney cast members, the term the company uses for its theme park workforce. Disneyland Resort employs more than 36,000 people, and the workforce has previously been involved in legal cases over pay, scheduling, and relocation matters.
Claims include failure to accommodate
In her lawsuit, the former employee argues that the company did not fulfil its legal obligation to explore reasonable accommodations for her family situation. Employers in California are required to engage in an “interactive process” with employees who disclose a need for disability-related accommodations, including those related to caregiving duties for dependents with disabilities.
Legal experts say that policies restricting mobile phone use must be balanced with an employee’s right to request accommodations under the Fair Employment and Housing Act (FEHA), particularly when a family member’s medical condition is involved.
The case will now move forward in Orange County, where the decision to terminate her employment was made. A spokesperson for Disney has not publicly commented on the matter.
As litigation progresses, the case may serve as a test of how large employers manage employee caregiving responsibilities while enforcing standard operational policies, particularly in frontline, guest-facing roles that require strict attention to safety and procedures.
The outcome may even have implications for broader HR practices across service industries.
