Short Answer: Anything You Need.
The Americans with Disabilities Act (ADA) says that qualifying employers have to offer employees with disabilities accommodations in the workplace. But that term—“reasonable accommodations”—can sound a bit vague. What does it mean?
The simple answer is that anything can be a reasonable accommodation, as long as it helps an employee with disabilities apply, get hired, and perform their job duties. But there are some limits on what an employer is required to do.
Reasonable accommodations don’t begin and end after you’ve been hired—they also apply to the hiring process. Generally, they should be offered so that employees with disabilities have equal opportunity to apply for jobs, aren’t shut out from the job market, and can perform the essential functions of their job.
Examples of Reasonable Accommodations
There is no limit to what may be considered a reasonable accommodation. Employers and employees can get creative in devising accommodations that help the employee perform their job without presenting an undue burden to the employer.
Here are a few examples of common accommodations for employees with disabilities.
• Changes to facilities. These could include ramps, elevators, and escalators; accessible restrooms; or ergonomic or wheelchair-accessible workstations.
• Job restructuring measures. These might look like allowing a shorter work week or different hours to accommodate an employee’s treatments and recovery; or transferring an employee...
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