Is light duty a reasonable accommodation under the ADA?

A release to light duty should be considered a request for an accommodation, and employers should determine whether the employee can perform the essential job functions with a reasonable accommodation. If the former position can be modified so the employee can still perform the essential functions, the light duty would be an accommodation. Other forms of accommodation may be available, including transfer to an available position for which the employee is qualified.

However, employers are not required to create a new position as an accommodation, nor are they required to offer light duty if they don’t have any work available within the employee’s restrictions. Usually, light duty assignments differ from the former position and are intended to be temporary. Also, many work-related injuries will not qualify as “disabilities” under the ADA. If the employee is unable to perform the essential functions of the usual job, the decision to offer light duty is at the employer’s discretion.