In my particular case, I've made extensive use of the ADA to make sure that I don't have to deal with any BS about bathroom breaks etc. Of course I work in IT so I'm pretty privileged compared to a guy slaving away in an Amazon warehouse.
If you're someone who needs the protections of the ADA, you should make sure your HR team knows what accommodations you need.
I have a disability that isn't obvious, and have to routinely make sure that my leaders are aware of the accommodations I need. I've had HR actively take action on my behalf when certain middle managers didn't know, or care, to support those accommodations. In one incident, they fired a manager over their lack of support.
While I hate that I need to do it, it tends to be worth it to make sure your company knows what you need.
I'd also like to think that, should I ever get fired because HR didn't manage to intervene in a similar situation as described, the dispute would be more likely to go my way. It at least removes the ability for the company to say "we didn't know about the disability."