• Reasonable accommodations are changes made to the workplace that allow employees to perform a job.
• Reasonable accommodation is a key nondiscrimination requirement of the ADA.

Reasonable accommodations are changes made to the workplace, how work is done, company policies, and so on, that would allow an employee to perform the job or an applicant to proceed in the hiring process. Accommodation ideas are limited only by the imagination.

Accommodations can be grouped into some categories, such as:

• Providing equipment or accessible materials,
• Making changes to the workplace,
• Restructuring the job,
• Modifying work schedules,
• Allowing remote work,
• Providing leave,
• Modifying policies,
• Modifying supervisory methods, and
• Reassignment (which is a last resort).

Reasonable accommodation is a key nondiscrimination requirement of the Americans with Disabilities Act (ADA). Employers must provide reasonable accommodations to the known disability of an employee or applicant. Employers that fail to provide an accommodation risk a discrimination claim. This may be true even if no other negative employment action is taken.

The ADA defines an “individual with a disability” as someone who meets all prerequisites for performing the essential functions of a job except any that cannot be met because of a disability. Individuals who meet this definition are entitled to a reasonable accommodation that will enable them to perform the essential functions of a job, or be considered, or receive equal benefits, etc., unless it would impose an undue hardship on the operation of the business. Employers are not, however, required to provide an accommodation to someone who is only “regarded as” having an impairment.

In general, it is the responsibility of the applicant or employee with a disability to inform an employer that an accommodation is needed to participate in the application process, perform essential job functions, or receive equal benefits and privileges of employment. Employers are not required to provide an accommodation if they are unaware of the need.

Sometimes, however, a disability or the need for an accommodation will be obvious. Other times, employees will present with restrictions, such as a doctor’s note or a simple statement they make. Such a presentation would likely be considered a request for reasonable accommodation.