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 forthcoming amendments to New York State Human Rights Law.
Updated to reflect expanded list of debilitating medical conditions under medical marijuana law, effective August 9, 2019.
Updated to reflect expanded list of serious medical conditions under medical marijuana law, effective July 20, 2019.
Enhanced to improve scope of coverage; updated to reflect forthcoming lactation accommodation amendments in Washington State.
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.
Updated to reflect preemption of Salt Lake City's discrimination law.
Updated to reflect amendments to law regarding pregnancy accommodations, effective July 28, 2019.
July 1 brings many new requirements with which employers must comply, covering topics such as gender-neutral restrooms, e-cigarettes, discrimination and harassment, minimum wage, leaves of absence and recruiting and hiring. This article provides an overview of trending topics in employment law and a list of all new requirements by state.
Employer considerations once an employee or applicant requests a reasonable accommodation. ADA help for the HR professional.