One of the most important rights under the Americans with Disabilities Act (ADA) and the Equal Employment Opportunity Commission’s (EEOC’s) guidance is the requirement for employers to provide reasonable accommodations to qualified employees with disabilities. Understanding what accommodations are required and how the law applies can help you safeguard your rights with the help of a disability discrimination lawyer in Los Angeles, CA today.
What Are Reasonable Accommodations?
A reasonable accommodation is any modification or adjustment to a job, work environment, or workplace policy that enables an employee with a disability to perform essential job functions. Employers must provide these adjustments unless doing so would cause “undue hardship,” meaning significant difficulty or expense relative to the size, resources, and operations of the business.
Common Types of Disability Accommodations
Common types of reasonable accommodations include:
- Modified work schedules to allow medical appointments or reduced hours.
- Providing assistive technology such as screen readers or voice-recognition software.
- Adjusting job duties to remove non-essential tasks that an employee cannot perform.
- Allowing remote work or flexible telecommuting arrangements.
- Making physical changes such as installing ramps, modifying restrooms, or adjusting desk heights.
- Providing sign language interpreters or written materials in accessible formats.
- Reassigning an employee to a vacant position when accommodations in their current role are not possible.
Employer Obligations Under the ADA
The ADA applies to private employers with 15 or more employees, state and local governments, and employment agencies. Under this law, employers must:
- Engage in an interactive process with the employee to identify possible accommodations
- Evaluate accommodations on a case-by-case basis, rather than applying blanket rules
- Maintain confidentiality regarding an employee’s medical information
- Avoid retaliation against an employee who requests or uses accommodations
Employers are not required to eliminate essential job functions, lower quality standards, or create new jobs as accommodations. However, they must make good-faith efforts to provide adjustments that enable employees to perform the core duties of their roles.
The Role of the EEOC
The Equal Employment Opportunity Commission (EEOC) enforces the ADA and investigates complaints of disability discrimination. If an employee believes their employer has denied reasonable accommodations, they may file a charge with the EEOC. The EEOC will review the complaint, investigate the facts, and determine whether the employer violated the law.
The EEOC has issued extensive guidance to clarify what qualifies as reasonable accommodations and how employers should evaluate requests. The Commission emphasizes that accommodations should focus on enabling the employee to succeed rather than limiting opportunities or excluding them from advancement.
How a Lawyer Can Help
Disability accommodation disputes involve complex legal standards. Employers often argue that accommodations would cause undue hardship, and employees must prove their requests are reasonable. A lawyer can guide employees through this process by:
- Reviewing whether the requested accommodation qualifies under the ADA.
- Gathering medical records, workplace communications, and other evidence to support the claim.
- Communicating directly with employers to negotiate accommodations or settlements.
- Filing complaints with the EEOC and meeting all legal deadlines.
- Representing employees in hearings or lawsuits when employers refuse to comply.
With legal representation, employees strengthen their ability to secure the accommodations they deserve and protect themselves from retaliation.
Contact Our Los Angeles Disability Discrimination Lawyer Today
If your employer has denied your request for reasonable accommodations or retaliated against you for asserting your rights, contact our experienced discrimination law firm in LA today for a free consultation. We will help you hold your employer accountable.