Accommodation Network (JAN)

What is the job accommodation network?

The Job Accommodation Network (JAN) is a free consulting service offered by the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP).

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Its primary mission is to assist employers, employees, and organizations in creating inclusive workplaces through effective accommodations for individuals with disabilities.

By offering guidance on workplace accommodations, JAN promotes equal employment opportunities and compliance with disability-related laws.

Components of the job accommodation network

JAN isn’t just a helpline—it’s a comprehensive support system that includes:

• Technical assistance and consultation: Guidance on making reasonable accommodations, especially for complex cases or less common disabilities.
  
• Accommodation ideas database (SOAR): A searchable resource listing accommodation options by disability or limitation.
  
• Legal insights: Information on relevant legislation, such as ADA and Section 503 of the Rehabilitation Act.
  
• Employer resources: Sample policies, training modules, and best practices for building inclusive workplaces.
  
• Confidential communication: Employees and employers can reach out anonymously for advice or clarification.

Impact of the job accommodation network

JAN’s influence on the workplace landscape has been significant, especially in how organizations approach accessibility and employee retention. Key impacts include:

• Higher retention rates: By accommodating employees instead of replacing them, companies reduce turnover.
  
• Cost-effective solutions: Most accommodations suggested by JAN are low-cost or even free—according to JAN data, over half cost nothing.
  
• Improved legal compliance: Organizations reduce their legal exposure by following JAN’s ADA-compliant recommendations.
  
• Increased productivity: When employees are supported with proper accommodations, they tend to perform better and engage more.
  

Challenges of utilizing the job accommodation network

Despite its many benefits, some organizations hesitate to leverage JAN fully due to:

• Lack of awareness: Many HR professionals and managers aren’t aware that such a resource exists.
  
• Fear of cost or legal complexity: Employers often assume accommodations will be expensive or legally risky, despite JAN’s guidance proving otherwise.
  
• Miscommunication: Employees may be unsure how to approach accommodation requests or fear stigma.
  
• Limited internal policies: Companies may lack a structured approach for handling accommodation-related conversations or documentation.

Implementing effective job accommodation network practices

To make the most of JAN, companies should embed it into their HR and DEI practices. Here’s how to do that effectively:

• Educate HR teams and managers about JAN services and accommodation best practices.
  
• Include JAN in onboarding resources for new hires, especially those involving disability or diversity training.
  
• Develop a clear accommodation request process that is easy to understand, private, and non-intimidating.
  
• Stay updated with JAN’s publications and training sessions to keep policies aligned with current laws.
  
• Encourage a culture of openness where employees feel comfortable discussing their needs without fear of bias.

Supporting workplace accessibility and inclusion

JAN is more than a compliance tool—it’s a driver of inclusive workplace culture. When organizations actively support accessibility through JAN:

• They foster psychological safety among employees.
• They signal commitment to diversity, equity, and inclusion (DEI) in real, practical ways.
• They empower talent that may otherwise feel sidelined due to physical, mental, or sensory challenges.
  

Workplaces that embrace tools like JAN tend to be more human-centric, future-ready, and aligned with ethical employment practices.

Key services provided by JAN

1. Accommodation guidance – JAN offers expert advice on workplace accommodations, helping businesses and employees identify solutions tailored to specific needs. These accommodations can range from physical adjustments to job modifications or the implementation of assistive technologies.
2. ADA and legal support – The network provides detailed information about the Americans with Disabilities Act (ADA) and other relevant laws, ensuring employers remain compliant while fostering an inclusive work environment.
3. Technical assistance – JAN provides technical support to employers and employees, helping to evaluate workplace needs and suggesting innovative ways to improve accessibility and productivity.

Who can benefit from JAN?

The services of the accommodation network are available across the United States and its territories. Key beneficiaries include:

• Employers: Guidance on legally sound and practical accommodations.
• Employees with disabilities: Resources to help advocate for their rights.
• HR Professionals and legal advisors: Insights to align workplace policies with federal laws.

How does JAN align with the concept of an accommodation network?

JAN is a cornerstone of the broader accommodation network that supports workplace inclusion. By facilitating communication and collaboration among employers, employees, and advocates, JAN ensures that barriers to employment are effectively addressed.