Also, a limitation does not automatically equate to an ADA disability. There are many people with "limitations" that are not disabled.
It is true that a "limitation" does not equate to a disability in every case, but many limitations do indeed amount to a disability. Specifically, 42 U.S.C. § 12102(1) and (2) provide the core definition of a disability under the ADA as follows:
As used in this chapter:
The term "disability" means, with respect to an individual
(A) a physical or mental impairment that substantially limits one or more major life activities of such individual;
(B) a record of such an impairment; or
(C) being regarded as having such an impairment (as described in paragraph (3)).
(2) Major Life Activities
(A) In general. For purposes of paragraph (1), major life
activities include, but are not limited to, caring for oneself,
performing manual tasks, seeing, hearing, eating, sleeping, walking,
standing, lifting, bending, speaking, breathing, learning, reading,
concentrating, thinking, communicating, and working.
(B) Major bodily functions. For purposes of paragraph (1), a major life
activity also includes the operation of a major bodily function,
including but not limited to, functions of the immune system, normal
cell growth, digestive, bowel, bladder, neurological, brain,
respiratory, circulatory, endocrine, and reproductive functions.
So the key here is whether you have an impairment that limits one or more major life activities. Note, too, that amendments to the ADA in 2008 broadened the scope of what is considered a disability and specifically what is a "major life activity" under the ADA. The Congress specificallly stated that it favors a broad interpretation of disability and that it rejected the court decisions of the Act pre-amendment that the Congress viewed as far too limiting in what qualifies as a disability.
So, as ClydesMom indicated, the details of your specific condition matter. What is the injury or condition you have, what limitations does it place on you, and what effect does it have on the essential functions of your particular job? If you are unable to do the essential job functions with this limitation, is there some reasonable accommodation that might assist you?
Note that in some cases, reassignment to other work in the company (if there is a job opening and you are qualified for it) can be a reasonable accommodation. Relieving you of NON essential functions of your job may also be a reasonable accommodation. I suggest you read the EEOC guidance on reasonable accommodation to get an idea of what kind of options you might have if your condition is indeed a disability.