Employment Disability Rights
Reasonable Accommodations at Work
Practical guidance on requesting changes that may help an employee or applicant perform a job or access equal workplace opportunities.
Last reviewed: September 25, 2026
The ADA may require a covered employer to provide a reasonable accommodation to a qualified person with a disability unless the change would cause undue hardship. The process is individualized: the job’s essential functions, the person’s limitations, available alternatives, cost, safety, and controlling law can all matter.
Common Workplace Accommodations
An accommodation can change how or where work is performed without removing an essential job function.
- Schedule changes or intermittent time away for treatment
- Assistive technology, screen-reader access, interpreters, or modified equipment
- Changes to workspace, communication methods, or workplace policies
- Remote or hybrid work when compatible with essential functions
- Reassignment to a vacant position when other accommodations are not effective
The Interactive Process
An employee generally does not need to use a legal phrase to start a request. Clear written notice of a disability-related workplace need can help create a reliable record. The employer and employee may need to exchange relevant information and consider effective alternatives; the legal consequences of a breakdown differ by jurisdiction.
When an Accommodation Is Revoked
A change in management or policy does not automatically erase an existing accommodation. Keep the original approval, performance records, later communications, and the employer’s stated reason. Changes in duties or operating conditions may still affect what is reasonable.
Reassignment and Remote Work
Reassignment and telework can be accommodations, but courts differ on competition for vacancies, seniority systems, and when physical presence is essential. Prior success in a role or work arrangement may be useful evidence rather than a guaranteed result.
What to Preserve
Keep the request, medical support, job description, performance reviews, proposed alternatives, meeting notes, emails, and any approval, denial, discipline, or termination notice. Preserve original messages and files.
Frequently Asked Questions
Do I have to say “reasonable accommodation”?
Not necessarily. The communication should make clear that a workplace change is needed because of a disability-related limitation. A written request is usually easier to document.
Can an accommodation that worked for years be taken away?
The employer may reassess an accommodation if circumstances change, but a long record of successful work can be relevant. Preserve the approval, performance history, and reason given for the change.
Can I ask to work remotely?
Yes. Whether remote work is required depends on essential duties, the work record, available alternatives, hardship, and controlling law. It is not automatic for every position.
Can I request reassignment?
Reassignment to a vacant position may be considered when other accommodations are ineffective. Courts differ on competition, seniority, and the employer’s precise obligations.
Questions About Disability Discrimination at Work?
Contacting the firm does not create an attorney-client relationship. Please do not send confidential information until representation is confirmed.