Under the Americans with Disabilities Act (ADA), most employers are legally obligated to provide reasonable accommodations for employees with disabilities. These adjustments help workers perform their jobs.
The only valid reason for a non-exempt employer to refuse a reasonable accommodation request is if it would cause undue financial hardship to the business. Below are some important factors to consider.
What are reasonable accommodations?
Reasonable accommodations are changes to the work environment or job duties that help employees with disabilities. These can include:
- Adjusting work schedules or allowing remote work
- Providing assistive technology or ergonomic equipment
- Modifying workspaces for accessibility
- Allowing service animals in the workplace
Accommodations must be reasonable, meaning they should not cause excessive difficulty or expense for the employer. For example, it may be too expensive for a company based in an older building to make it completely accessible with ramps, etc.
Who is eligible for accommodations?
Under the Americans with Disabilities Act (ADA), employees with a disability that affects a major life activity may request accommodations. The law applies to businesses with 15 or more employees. To qualify, workers must:
- Disclose their disability to their employer
- Request an accommodation that enables them to perform essential job duties
- Work with their employer to find a reasonable solution
Employers cannot retaliate against workers for requesting accommodations. As with most employment issues, it is generally best to keep lines of communication open and resolve issues together. However, this isn’t always possible.
If you are a disabled worker, you have a right to equal opportunities in employment. Your reasonable accommodation requests must not be refused without justification. If they have been refused, you may have a discrimination case. Seek legal guidance to find out more about your options.