One of the most critical protections for disabled workers is the right to reasonable accommodation — a modification or adjustment to the job or work environment that enables a person with a disability to perform their duties.
Common examples include:
- Adjusted work schedules or part-time hours
- Modified equipment or assistive technology
- Reassignment to a vacant position
- Physical changes to the workspace (e.g., ramps, accessible restrooms)
- Remote work or hybrid arrangements
The law requires employers to provide accommodations unless doing so would cause undue hardship — meaning significant difficulty or expense for the business.
To request an accommodation, you don’t need to disclose your entire medical history. A simple written or verbal request, along with supporting documentation if needed, is often enough to start the conversation.
If your employer denies your request without proper explanation, refuses to engage in an interactive process, or retaliates against you, that could be grounds for a legal claim.
