Overview: The Americans with Disabilities Act (ADA) requires that employers provide reasonable accommodations to qualified individuals with disabilities, unless doing so would cause an undue hardship on the employer's business.
An employer's duty to make reasonable accommodations extends to all employment decisions, and it applies to job applicants and full- and part-time employees. Examples of accommodations include:
Trends: The Equal Employment Opportunity Commission (EEOC) has entered into multi-million dollar settlements with employers that inflexibly and universally apply a leave limit policy (such as no-fault attendance policies) without looking at the reasonable accommodation requirements of the ADA.
Author: Melissa S. Burdorf, JD, Legal Editor
Updated to include information on a discrimination case involving medical marijuana.
Updated to include forthcoming amendments to the Connecticut Fair Employment Practices Act regarding pregnancy discrimination and accommodation.
Updated to include forthcoming amendments to the Missouri Human Rights Act.
Updated to reflect a law implementing the voter-approved medical marijuana amendment, effective June 23, 2017.
Updated to include amendments to the law on service animals in public accommodations, effective July 1, 2017.
Updated to reflect the forthcoming pregnancy accommodation law.
Employer considerations once an employee or applicant requests a reasonable accommodation. ADA help for the HR professional.