Employment Law · Haute Lawyer Network
What Is a Reasonable Accommodation Under the ADA?
Last reviewed: June 2026
The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide reasonable accommodations to qualified employees with disabilities — unless doing so would impose an undue hardship on the employer.
A reasonable accommodation is any modification to a job, work environment, or the way a job is performed that enables a qualified person with a disability to enjoy equal employment opportunities.
A qualified employee is one who can perform the essential functions of the job — with or without reasonable accommodation.
Examples of reasonable accommodations include modified work schedules, remote work arrangements, physical modifications to the workspace, reassignment to a vacant position, modified equipment or assistive technology, job restructuring by redistributing non-essential functions, and leave for medical treatment.
Frequently Asked Questions
How do I request a reasonable accommodation?
Notify your employer of your disability (you do not need to use the words "ADA" or "reasonable accommodation") and explain that you need an adjustment due to a medical condition. Your employer may ask for documentation from your healthcare provider.
Can my employer deny my accommodation request?
Yes, if the accommodation would impose an undue hardship — significant difficulty or expense in light of the employer's resources and the nature of the operation — or if no reasonable accommodation exists that would enable you to perform the essential job functions.
What is the interactive process?
A good-faith dialogue between the employer and employee to identify potential accommodations. Both parties have an obligation to engage in the interactive process — employers who refuse to participate risk ADA liability even if no reasonable accommodation exists.
Does the ADA cover mental health conditions?
Yes. Mental health conditions that substantially limit a major life activity — including depression, anxiety, PTSD, and bipolar disorder — are covered disabilities under the ADA.
What is the difference between an ADA accommodation and FMLA leave?
FMLA provides unpaid, job-protected leave for serious health conditions. ADA accommodation may include leave but also encompasses workplace modifications that allow continued work. Both may apply simultaneously to the same situation.
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