ADA Accommodation
A modification or adjustment to a job, work environment, or hiring process that enables a qualified individual with a disability to perform essential job functions under the Americans with Disabilities Act.
What Is an ADA Accommodation?
Reasonable accommodation under the Americans with Disabilities Act (ADA) requires covered employers to make changes that allow qualified employees and applicants with disabilities to enjoy equal employment opportunities. The ADA applies to private employers with 15 or more employees, state and local governments, employment agencies, and labor unions. The Equal Employment Opportunity Commission (EEOC) enforces Title I of the ADA.
Common Reasonable Accommodations
- Modified work schedules or remote work arrangements - Ergonomic equipment, screen readers, and assistive technology - Restructured non-essential job duties - Reassignment to a vacant position the employee can perform - Modified workspace, including accessible parking and entrances - Leave for medical treatment beyond standard policies - Adjusted training materials and examination procedures
The Interactive Process
The ADA requires employers and employees to engage in an interactive process to identify effective accommodations. The process typically begins when the employee requests an accommodation or the need is obvious. Employers may require medical documentation if the disability or need is not apparent. An employer is not required to provide an accommodation that would cause undue hardship — significant difficulty or expense — or that would eliminate an essential function of the job. Failure to engage in good faith in the interactive process can itself give rise to liability.