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 amendments to New York State Human Rights Law, effective October 11, 2019.
Updated to reflect Oregon amendments regarding breastfeeding and lactation breaks, effective September 29, 2019.
Updated to reflect amendments to law regarding service animals, effective October 1, 2019.
Updated to reflect forthcoming Grand Rapids Human Rights Ordinance.
Updated to reflect a forthcoming amendment to the Illinois Human Rights Act.
Updated to reflect the Medical Marijuana and Patient Protection Act, effective August 30, 2019.
Updated to reflect expanded list of serious medical conditions under medical marijuana law, effective July 20, 2019.
This checklist may be used to ensure compliance with various federal, state and local breastfeeding/lactation accommodation laws.
This checklist may be used to handle a lactation accommodation request.
Employer considerations once an employee or applicant requests a reasonable accommodation. ADA help for the HR professional.