Reasonable Accommodation

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What is reasonable accommodation?

Reasonable accommodation is a legal term used in the United States to refer to the adjustments or modifications made to the work environment or to the way work is usually done, to enable a qualified individual with a disability to perform the essential functions of their job or to enjoy equal access to the benefits and privileges of employment.

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Image showing the meaning of Reasonable Accommodation

Examples of reasonable accommodations include, but are not limited to:

  • Making existing facilities used by employees readily accessible to and usable by individuals with disabilities
  • Job restructuring, modifying work schedules, providing special equipment or devices
  • Acquiring or modifying equipment or devices
  • Providing qualified readers or interpreters
  • Making adjustments to the application process or training materials

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to employees or job applicants with disabilities, unless doing so would cause an undue hardship for the employer. Employers are also required to engage in an interactive process with employees or job applicants to determine the appropriate accommodation.

What are the examples of reasonable accommodations?

Reasonable accommodations can include a variety of changes made to the work environment or the way work is usually done, to enable a qualified individual with a disability to perform the essential functions of their job or to enjoy equal access to the benefits and privileges of employment. These changes can include, but are not limited to, installing physical modifications such as ramps, providing flexible work schedules, job restructuring, making adjustments to training materials, reserved parking spots, modifications to equipment or software, allowing service animals, and providing instructions in alternate formats. It’s important to note that this is not an exhaustive list and employers and individuals can refer to resources such as the Job Accommodations Network (JAN) for more information on workplace accommodations.

Who is responsible for providing reasonable accommodations?

Employers are responsible for providing reasonable accommodations to employees or job applicants with disabilities, unless doing so would cause an undue hardship for the employer. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to employees or job applicants with disabilities, as long as the accommodation does not impose an undue hardship on the employer. Employers are also required to engage in an interactive process with employees or job applicants to determine the appropriate accommodation.

Frequently asked questions

Employees and job applicants with a physical or mental impairment that substantially limits one or more major life activities are entitled to reasonable accommodation under the ADA, provided they are otherwise qualified for the position.

The interactive process is a required good-faith dialogue between the employer and the employee requesting accommodation. Both parties discuss the employee’s limitations, the essential job functions, and what accommodations might work. Documenting this process is critical for legal defensibility.

Undue hardship means the accommodation would cause significant difficulty or expense considering factors like cost, the employer’s financial resources, and the nature of the business. Employers must document why a specific accommodation creates undue hardship before denying the request.

Yes. Mental health conditions like depression, anxiety, PTSD, and bipolar disorder can qualify as disabilities under the ADA if they substantially limit major life activities. Accommodations may include flexible scheduling, remote work options, modified deadlines, or reduced-noise environments.

Yes. Employers must provide reasonable accommodations to applicants with disabilities during the application and interview stages. This may include accessible application formats, extended time for assessments, or alternative interview formats that do not disadvantage qualified candidates.