The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship. A reasonable accommodation is any change to the job, work environment, or how things are done that enables a person with a disability to perform the essential functions of the job and enjoy equal employment opportunities.
15 steps across 2 sections
1. Steps Process
- Determine if you are covered — You are eligible for an ADA accommodation if you:
- Have a physical or mental impairment that substantially limits one or more major life activities
- Work for an employer with 15 or more employees
- Can perform the essential functions of your job with or without accommodation
- Identify the barrier — Determine what specific workplace barrier your disability creates. Be clear about what tasks or activities are affected and how.
- Research potential accommodations — Explore possible solutions. The Job Accommodation Network (JAN) at askjan.org is a free resource that provides accommodation ideas by disability type and job fun...
- Make your request — Inform your employer that you need an adjustment or change at work for a reason related to a medical condition. You do not need to use the phrase "reasonable accommodation" or c...
- Put it in writing — While not legally required, a written request creates a paper trail. Include: your name, date, the specific accommodation requested, how it relates to your disability, and how i...
- Engage in the interactive process — Once you make a request, your employer is required to engage in an "interactive process" — a good-faith dialogue between you and your employer to identify an eff...
- Provide medical documentation — Your employer may request medical documentation to verify your disability and the need for accommodation. They can ask for information relevant to the accommodation ...
2. Key Tips
- You can request an accommodation at any time, including during the application process, after starting a job, or when your condition changes
- Your employer cannot ask about your disability during the hiring process — only after a conditional offer is made
- You do not need to disclose your specific diagnosis; you only need to explain the functional limitations and how accommodation helps
- Common accommodations include: modified schedule, telework, ergonomic equipment, assistive technology, reassignment to a vacant position, job restructuring, and modified policies
- The accommodation does not need to be the best option available — just effective
Common Mistakes
- Waiting too long to request an accommodation (request when you know there is ...
- Not putting the request in writing (verbal requests are valid but harder to p...
- Assuming you need a specific diagnosis label — functional limitations are wha...
- Being inflexible about the specific accommodation (the employer may suggest a...
- Not engaging actively in the interactive process
Pro Tips
- Consult the Job Accommodation Network (JAN) at askjan.org before making your ...
- Keep a log of all accommodation requests, responses, and communications
- If your employer denies your request or retaliates, file a complaint with the...
- Many effective accommodations cost nothing or very little — a 2024 JAN report...
- If your condition is intermittent (e.g., chronic migraines, mental health con...
Sources
- ADA National Network -- What Is the Process to Request a Reasonable Accommodation
- Job Accommodation Network -- Employees' Practical Guide to Requesting Accommodation
- EEOC -- Enforcement Guidance on Reasonable Accommodation Under the ADA
- ADA National Network -- Reasonable Accommodations in the Workplace
- ADA National Network -- Guide to Requesting Reasonable Accommodations