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 reflect eligibility for medical marijuana use based on obstructive sleep apnea or autism, effective August 1, 2018.
Updated to reflect the state medical marijuana law, effective July 26, 2018.
Updated to reflect the state recreational marijuana law, effective July 1, 2018.
This letter may be used to notify an employee that his or her requested accommodation under the Americans with Disabilities Act has been denied.
This letter may be used to notify an employee that his or her requested accommodation under the Americans with Disabilities Act has been approved.
Updated to reflect forthcoming amendments regarding service animals.
Updated to reflect the Pregnancy Accommodations Act, effective May 17, 2018.
South Carolina has passed a law requiring employers to provide reasonable accommodations to employees for pregnancy, childbirth or related conditions, including lactation.
Updated to incorporate the Crohn's and Colitis Fairness Act, effective April 17, 2018.
Employer considerations once an employee or applicant requests a reasonable accommodation. ADA help for the HR professional.