I am an SLP, not a lawyer, but this is a special interest of mine (specifically related to stuttering), and I've discussed with friends who stutter and are lawyers. Here are some thoughts... First off, to prove disability discrimination in a job interview, you basically need them to reference your stutter directly and negatively. For example, I heard a story once where the interviewer told him he was perfect for the job, but was concerned that his stuttering would make other people on the team uncomfortable, so they wouldn't hire him. That is classic disability discrimination (NOT hiring someone specifically because they have a disability) and is lawsuit grounds. But, if you're just getting a lot of generic "We had other candidates who were more qualified" responses, and the interviewers/HR managers/etc. have never referenced your stutter, you really don't have anything to stand on. "She looked at me funny" and stuff like that probably depends on the individual lawyer you talk to. ALSO, I learned this from a lawyer friend, re: employment stuff. If you DO sue an employer or potential employer, that stuff is public record. Which means, if a potential employer googles you, your suit could be the first thing that pops up, and then you are "that guy who sues employers". If it's a really egregious cause that you're suing for, it may not weigh too heavily against you. But, if it's "The interviewer was rude and interrupted me a lot so I'm suing for disability discrimination," it will likely reflect very poorly on you from an employer's point of view. [EDIT] Stuttering does usually put people at a disadvantage in job interviews, which does suck. My experience is that the real handicap in these situations is stuttering-related reduced confidence and increased anxiety, which impacts interview performance much more so than speech disfluency. Making jokes, advertising (telling the interviewer you stutter) etc. and all the other strategies that people are offering are excellent, and probably much more productive in the long run compared to suing. Suing definitely satisfies the need for justice at the unfair hand you've been dealt, but will ultimately probably only hurt you more than the employer (in most cases-- truly discriminatory employers need to learn some lessons).