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 amendment regarding medical marijuana, effective June 14, 2019.
Updated to reflect forthcoming law regarding pregnancy and lactation accommodations.
XpertHR has added forms to assist an employer when engaging in the interactive process when complying with the ADA.
This letter may be used when engaging in the interactive process to determine whether an employee's request is reasonable.
Updated to reflect forthcoming amendments to law regarding service animals.
Updated to reflect amendments regarding service animals, effective May 2, 2019.
Updated to reflect guidance released by the Connecticut Commission on Human Rights and Opportunities regarding pregnancy protections.
Updated to reflect forthcoming amendments to law regarding pregnancy protections.
Updated to include information on a state supreme court ruling regarding the interactive process.
Employer considerations once an employee or applicant requests a reasonable accommodation. ADA help for the HR professional.