How To Request Workplace Accommodations for Disabilities

If you are an employee with a disability, you have the right to reasonable accommodations that will allow you to perform your job. Employers must comply with specific laws that protect employees from discrimination, including the Americans with Disabilities Act (ADA).

Read on to learn how to effectively request workplace accommodations under the ADA’s framework. If you need legal advice concerning reasonable accommodations, speak with an experienced employment lawyer in your area.

Steps To Request Accommodations

Requesting reasonable accommodations under the ADA does not have to be complicated. You or a representative let your employer know that you need a change or adjustment to your work environment. Your request does not need to mention the ADA or use the phrase “reasonable accommodations” to be effective.

You can request an accommodation from your human resources department or supervisor. You can make the request in person or use another method of communication. The ADA does not require you to make your request in writing, though your employer may require written requests. Even if your employer doesn’t require written requests, it is a good idea to document your request in case there is a dispute in the future.

According to the U.S. Equal Employment Opportunity Commission (EEOC), employers must evaluate each request on a case-by-case basis.

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Understanding the Americans with Disabilities Act

The ADA applies to employers with 15 or more employees. It requires employers to provide accommodations to employees whose physical or mental impairments substantially limit their ability to perform one or more major life activities.

Workplace accommodations allow people with disabilities to enjoy the same benefits and privileges of employment as their colleagues, including in the:

• Job application process
• Hiring process
• Assignment of job duties
• Work environment

Types of Workplace Accommodations

Determining whether an accommodation is reasonable depends on various factors, such as the position the employee holds, the nature of the disability, and the work environment. Examples of reasonable accommodations include:

• Providing accessible parking
• Allowing a flexible work schedule, including part-time work or telework
• Adjusting or modifying examinations, training materials, or policies
• Providing a sign language interpreter
• Allowing service animals
• Providing equipment that will allow an employee to perform essential job functions
• Reassignment to a vacant position the employee with a disability is qualified for

Communicating Your Needs to Your Employer

Once you request an accommodation, your employer cannot ignore it. They must engage in an interactive process with you to determine a solution. You and your employer should have follow-ups to ensure that reasonable accommodations continue to be effective or to make any necessary adjustments.

To qualify for a particular position, an employee must be able to perform essential job functions, which are job duties that are fundamental to the position. The interactive dialogue between you and your employer must result in an effective accommodation that resolves the functional limitation caused by the disability. When the employer and employee work through the accommodation process, it ensures workplace accessibility.

The Job Accommodation Network (JAN) provides a helpful fact sheet about reasonable accommodations and compliance under the ADA that you may find helpful. JAN is a free service that helps employers make individualized accommodations.

Find Experienced Legal Help

If you need legal advice concerning a reasonable accommodation request, visit the Super Lawyers directory to find an experienced employment law attorney. They can explain. your legal options. For more information on disability rights in the workplace, see our overviews on employment law.