In a decision issued on March 25, 2025, the Second Circuit Court of Appeals clarified the scope of protections under the Americans with Disabilities Act (ADA) regarding workplace accommodations.

The court’s ruling in Tudor v. Whitehall Central School District establishes that employees with disabilities may be entitled to reasonable accommodations, even if they can perform the essential functions of their jobs without them.

Quick Hits

• In a decision on March 25, 2025, the Second Circuit Court of Appeals ruled that employees with disabilities may be entitled to reasonable accommodations under the ADA even if they can perform their jobs’ essential functions without them.
• The case involved a high school teacher with PTSD who was denied brief afternoon breaks, leading the Second Circuit to emphasize the ADA’s broader support for employee well-being and inclusion.
• The Second Circuit’s ruling clarifies that under the ADA, a “qualified individual” may be entitled to reasonable accommodations to enhance his or her workplace experience, aligning with similar decisions from other circuits and addressing previous uncertainties about the necessity of accommodations for job performance.

The case involved Angel Tudor, a New York high school teacher diagnosed with post-traumatic stress disorder (PTSD), who requested the accommodation of brief afternoon breaks to manage her condition. Tudor had a history of requesting accommodations at work in the years preceding her lawsuit. The school...

Read Full Story: https://news.google.com/rss/articles/CBMitwFBVV95cUxPTVk0ZVM2ajNsbFFtbDFlRTVn...