From an employment law perspective, a stutter can very well be a “disability” as defined by the Americans with Disabilities Act. A disability is defined broadly to mean a condition that substantially impairs a major life activity (which includes talking or communicating). So a sever stutter can qualify as one. The significance is that an employer is prohibited from discriminating against someone due to their stutter and may be required to provide a reasonable accommodation to an employee or applicant with a stutter.