Employers must assess mental-health accommodation requests under the ADA and applicable state and local laws. They should engage in a documented dialogue, consider effective options—such as schedule changes, leave, or remote work—and grant an accommodation unless it prevents essential job duties or creates undue hardship. Indefinite leave generally isn’t required.
With the increase in flexible and remote work arrangements, the inability to disconnect at the end of a workday (aka the “infinite workday” and 24/7 work culture) and reduced social stigma, among other things, there has been a rise in mental health accommodation requests.
Already a subscriber? Log in here
Questions? Contact us at [email protected] | 1-855-808-4530 (Americas) | 44(0) 800 098 386009 (UK & Europe)
NOT FOR REPRINT
2026 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
Employment mediation can resolve workplace disputes faster and less painfully than...
Ned Nwoko has appealed to bloggers, social media commentators, fans and friends of his estranged wife, Regina Daniels, to stop circulating false reports about her health and personal life, includi...