Starting a new job or managing a disability in the workplace can bring up a lot of questions. One of the most common is, “What is a reasonable accommodation?”
Understanding your rights under the Americans with Disabilities Act (ADA) can help you perform your job successfully while ensuring you have equal access to employment opportunities.
What Is a Reasonable Accommodation?
A reasonable accommodation is a change or adjustment to a job, workplace, or the way work is performed that enables a qualified individual with a disability to apply for a job, perform essential job duties, or enjoy the same workplace benefits and privileges as other employees.
Reasonable accommodations are intended to remove barriers—not provide an unfair advantage. Every request is evaluated individually based on the employee’s needs and the essential functions of the position.
Who Can Request a Reasonable Accommodation?
Under the ADA, qualified employees and job applicants with a disability may request a reasonable accommodation if they need one to participate in the hiring process or perform essential job functions.
A disability may be physical, sensory, intellectual, developmental, mental health-related, or another condition that substantially limits one or more major life activities.
Examples of Reasonable Accommodations
Every person’s needs are different, but common workplace accommodations may include:
- Modified work schedules
- Flexible start or end times
- Ergonomic workstations or specialized equipment
- Screen readers or assistive technology
- Larger computer monitors or adaptive keyboards
- Written instructions in addition to verbal directions
- Noise-reducing headphones or quieter workspaces
- Additional training or modified training materials
- Permission to use service animals in the workplace
- Reassignment to a vacant position when appropriate
- Leave for medical treatment or recovery, when reasonable
The appropriate accommodation depends on the individual employee, the job, and the workplace.
What Is Not Considered a Reasonable Accommodation?
Employers are generally not required to:
- Remove essential job duties.
- Lower quality or productivity standards that apply to everyone.
- Provide personal items such as hearing aids or eyeglasses.
- Create a new position when none exists.
- Provide an accommodation that would cause an undue hardship, meaning significant difficulty or expense considering the employer’s size, resources, and operations.
How Do You Request a Reasonable Accommodation?
There is no special form or legal wording required to request an accommodation. In many cases, simply informing your employer that you need a workplace adjustment because of a medical condition or disability is enough to begin the conversation.
The request can often be made verbally or in writing, although submitting it in writing creates a helpful record.
Once a request is made, the employer and employee typically engage in an interactive process—an open discussion to identify an effective accommodation that allows the employee to perform the essential functions of the job.
Do You Have to Tell Your Employer About Your Disability?
Not always.
You are generally not required to disclose a disability unless you are requesting an accommodation or disclosure is otherwise required by law or for a specific job requirement. When requesting an accommodation, you may need to provide enough information or documentation for your employer to understand why an accommodation is needed, but you do not necessarily have to share every detail of your medical condition.
Tips for Requesting an Accommodation
If you’re preparing to request a workplace accommodation:
- Be clear about the challenge you’re experiencing at work.
- Focus on how an accommodation will help you perform your job effectively.
- Consider possible solutions before meeting with your employer.
- Keep copies of any written communication.
- Be open to discussing alternative accommodations that may also meet your needs.
- Approaching the conversation as a collaborative effort often leads to the best outcome.
Download Our Free Guide
Knowing your rights is the first step. Knowing how to start the conversation is the next.
Employment Support Services (ESS) has created a Free Guide to Requesting Workplace Accommodations to help job seekers and employees understand the accommodation process, communicate with confidence, and advocate for the support they need to succeed.
Download your free guide today and take the next step toward workplace success.
Frequently Asked Questions
Can I request an accommodation during a job interview?
Yes. Applicants may request reasonable accommodations during the hiring process if they need one to participate in interviews, assessments, or other parts of the application process.
Can my employer ask for medical documentation?
In some situations, yes. If the disability or need for an accommodation is not obvious, an employer may request documentation that supports the accommodation request. They generally should not request unnecessary medical information.
Can an employer deny a reasonable accommodation?
An employer may deny a specific request if it would create an undue hardship or if it would prevent the employee from performing the essential functions of the job, even with the accommodation. However, employers are generally expected to engage in the interactive process to determine whether another effective accommodation is available.
How long does the accommodation process take?
There is no fixed timeline. Employers should respond promptly and work with the employee to identify an effective accommodation without unnecessary delays.
Need help requesting a workplace accommodation?
Download our Free Guide to Requesting Workplace Accommodations or contact Employment Support Services to learn more about the resources available to individuals working with Nevada Vocational Rehabilitation.
