Disability Accommodations Under the ADA

The Americans with Disabilities Act requires many employers to provide reasonable accommodations for qualified employees with disabilities — a right that's often underused simply because employees don't know how to request it properly.

Who Is Covered

The ADA generally applies to employers with 15 or more employees and protects "qualified individuals with disabilities" — people who can perform the essential functions of their job, with or without a reasonable accommodation.

"Disability" is defined broadly under the ADA to include physical or mental impairments that substantially limit one or more major life activities, a standard that covers a wide range of conditions, both visible and invisible.

What Counts as a Reasonable Accommodation

Common accommodations include modified work schedules, assistive equipment or technology, physical workspace modifications, additional unpaid leave, or reassignment to a vacant position the employee is qualified for.

An accommodation is generally required unless it would cause the employer "undue hardship" — significant difficulty or expense relative to the employer's size and resources — a fact-specific standard that varies by employer.

The Interactive Process

Once an employee requests an accommodation, the employer is generally required to engage in an "interactive process" — a good-faith dialogue to identify an effective accommodation, which may or may not be exactly what the employee initially requested.

Employees don't need to use any specific legal language to request an accommodation; simply explaining the need connected to a medical condition is generally enough to trigger the employer's obligations.

Frequently Asked Questions

Do I have to disclose my specific diagnosis to get an accommodation?

Generally no — you typically need to explain the limitation and the need for accommodation, though an employer can request medical documentation supporting the need in many cases.

Can I be fired for requesting an accommodation?

Retaliation for a good-faith accommodation request is illegal under the ADA.

Disability accommodation requests involve a specific legal process that not every employer handles correctly. An employment attorney can help you request an accommodation properly and respond if your request is mishandled.