Employees with disabilities have the right to reasonable accommodations that enable them to perform their jobs effectively. This right is protected under federal and Illinois law.
Employers are legally obligated to engage in a good-faith process to identify and implement appropriate support. Understanding your rights and what to do if accommodations are denied is essential for protecting your employment and well-being.
Types of reasonable accommodations
Reasonable accommodations vary depending on the nature of the disability and the required job duties. Common examples include:
- Modified work schedules: This may include flexible start and end times or compressed workweeks.
- Assistive technology: This can include things like screen readers and voice recognition software.
- Ergonomic equipment: Examples include adjustable chairs and sit-stand desks.
- Accessible workspaces: This might involve ramps or widened doorways for wheelchair access
- Job restructuring: Reassigning non-essential tasks or modifying job duties are two examples.
Employers are not required to provide accommodations that cause “undue hardship,” but they must consider all feasible solutions.
Laws that protect disabled workers
The Americans with Disabilities Act (ADA) and the Illinois Human Rights Act (IHRA) prohibit discrimination based on disability. These laws require employers with 15 or more workers to reasonably accommodate impacted employees.
Additionally, employers must engage in an “interactive process” with the employee to determine suitable adjustments. Medical documentation may be requested, but only as necessary to evaluate the accommodation. It is unlawful for an employer to retaliate against a worker for requesting accommodations.
What you can do if accommodations are denied
If your employer denies your request for disability accommodations, document the communication and reasons given. You can file a complaint with the Illinois Department of Human Rights (IDHR) or the federal Equal Employment Opportunity Commission (EEOC).
Legal guidance can help ensure reasonable accommodations are properly identified, implemented and documented in compliance with the law.