Reasonable Accommodations in the Workplace: What You Should Know
If you’re an individual with a disability, federal law gives you the right to request reasonable accommodations that allow you to perform your job effectively. The Americans with Disabilities Act (ADA) protects this right and applies to workers across the country, including in Arkansas, Oklahoma, Mississippi, Tennessee, Texas, and Louisiana. Understanding how to request accommodations—and knowing your employer’s responsibilities—can make a big difference in ensuring fair treatment at work. Our Arkansas & Nationwide Attorneys at American Disability Action Group for help today.
What Are Reasonable Accommodations?
A “reasonable accommodation” is any change or adjustment to a job, work environment, or the way tasks are performed that enables an individual with a disability to apply for a job, perform essential job duties, or enjoy the benefits of employment. Common examples include:
- Modified work schedules
- Remote work or telecommuting
- Special equipment or software
- Physical modifications to the workspace
- Providing a sign language interpreter or written materials in accessible formats
Who Is Eligible?
Under the ADA, you must work for an employer with at least 15 employees. This includes most private businesses and all state and local government jobs in Arkansas, Oklahoma, Mississippi, Tennessee, Texas, and Louisiana. You must also have a qualifying disability under the law and be able to perform the essential functions of your job—with or without accommodation.
How to Request an Accommodation
You are not required to use specific language or submit a formal form to request an accommodation. A simple conversation or email stating that you need help due to a medical condition is enough to start the process.
Here are steps to take:
- Notify your employer – Let your supervisor or human resources (HR) department know that you need an adjustment because of a medical condition or disability.
- Provide supporting documentation – Your employer may request medical documentation verifying your condition and the need for accommodation.
- Engage in the interactive process – This is a back-and-forth discussion between you and your employer to determine a reasonable solution that meets your needs without creating undue hardship for the company.
Employers in Arkansas, Oklahoma, Mississippi, Tennessee, Texas, and Louisiana are expected to participate in this interactive process in good faith. They are not required to grant your exact request if a reasonable alternative exists, but they cannot ignore your request or retaliate against you for making one.
Employer Obligations
Employers must provide reasonable accommodations unless doing so would impose an “undue hardship” on the operation of their business. Factors that determine undue hardship include cost, business size, and the nature of the requested change. However, cost alone is not usually enough to justify denying a request—especially for larger companies.
Employers must also keep medical information confidential and cannot retaliate against you for requesting an accommodation.
Know Your Rights and Get Help
If you live in Arkansas, Oklahoma, Mississippi, Tennessee, Texas, or Louisiana and believe your employer has unfairly denied your request or treated you differently because of your disability, you have legal options. You can file a complaint with the Equal Employment Opportunity Commission (EEOC), or seek guidance from a legal advocate.
At the American Disability Action Group, we help individuals assert their workplace rights and fight discrimination. If you have questions or need support, contact us today.