What Qualifies As A “reasonable Accommodation?

The 1990 Americans with Disabilities Act (ADA) prohibits public and private employers from discriminating against people with disabilities. The ADA also includes provisions requiring most employers to make “reasonable accommodations” for workers with disabilities.

If you’re a Michigan employee with a disability, and you are dealing with workplace discrimination due to your condition, we can help. We’ll explain what qualifies as a reasonable accommodation and what to do if your employer won’t comply with ADA regulations.

How the ADA Defines Reasonable Accommodations

According to the federal Department of Labor and the Michigan Department of Labor and Economic Opportunity, a “reasonable accommodation” under the ADA is a change to a job, workplace, or policy that allows an applicant or employee with a disability to participate in the hiring process, perform essential job duties, or enjoy the same workplace benefits as other workers. Employers must offer accommodation unless doing so causes “undue hardship.” Undue hardship is usually significant difficulty or expense.

Do All Michigan Employers Need to Accommodate Workers with Disabilities?

Not all Michigan employers are required to provide reasonable accommodation for disabled workers. Under the ADA, private employers, employment agencies, and labor unions with 15 or more employees must comply with the law. This requirement also extends to state and local government employers, regardless of the number of employees. However, smaller private employers, federal government agencies, and certain other entities, such as Indian tribes and private membership clubs, are not covered by the ADA’s accommodation requirements.

Examples of Reasonable Accommodations for Workers with Disabilities

What qualifies as a reasonable accommodation for someone with a disability depends on their job and other factors specific to their situation. Some examples of reasonable accommodation include:

Adjusting work schedules to allow employees with medical conditions to attend necessary appointments.
Providing assistive technology, such as screen readers or speech-to-text software, to help employees with visual or auditory impairments complete tasks effectively.
Modifying workstations to ensure accessibility for employees who use wheelchairs or have other mobility challenges.
Offering a quiet workspace to benefit employees with sensory sensitivities or mental health conditions by reducing distractions and stress.
Allowing remote work enables employees with disabilities who find commuting difficult to perform their jobs from home.
Providing interpreters or captioning services to ensure effective communication for employees who are deaf or hard of hearing.

How to Ask for a Reasonable Accommodation if You Have a Disability

Workers or applicants with disabilities must ask their employer for a reasonable accommodation to receive one. Employers are only required to provide accommodation if they know about the employee’s or applicant’s needs.

Here’s how to request one:

Let your employer or the hiring manager know you need an accommodation because of a disability. You can make your request verbally or in writing, but written requests create a clear record.
Explain the challenges you face due to your disability and suggest accommodations that could help. If you’re unsure what you need, discuss your situation with your employer to identify potential solutions.
Employers may ask for proof of your disability and how it affects your ability to work. Make sure to provide accurate and timely information.
Document your request, any discussions with your employer, and their responses to ensure you have a record of the process.

Get Skilled Legal Help Now

If your employer refuses to provide reasonable accommodation without valid justification, you may need legal assistance. Just Right Law can evaluate your situation, explain your rights, and help you take the necessary steps to protect them. Call (248) 519-2313 now or reach out online for a free consultation.