Discover 15 ADA reasonable accommodations examples for the workplace that boost inclusion, meet legal obligations, and empower employees to perform their best!
Introduction
Creating an inclusive and supportive work environment isn’t just the right thing to do—it’s also a legal requirement under the Americans with Disabilities Act (ADA). This 2025 guide will walk employers and employees through real-world examples of ADA reasonable accommodations, explain who qualifies, and offer clear steps employers can follow to meet their legal obligations while fostering a productive, diverse workplace.
Understanding What ADA Reasonable Accommodations Mean
Under the ADA, reasonable accommodations refer to any adjustments or changes an employer makes to the job or work environment that enable a qualified individual with a disability to perform essential job functions. These accommodations ensure equal employment opportunities for individuals with disabilities, without imposing an undue hardship on the employer.
Employers might need to adjust workspaces, modify schedules, update policies, or introduce assistive technologies. The law applies to businesses with 15 or more employees and serves as a foundation for workplace inclusion and equal opportunity.
Determining Who Is Eligible for ADA Accommodations
Not every employee automatically qualifies for ADA accommodations. To be eligible:
- The employee must have a physical or mental impairment that significantly limits one or more major life activities.
- They must be qualified for the job and capable of performing essential job functions with or without reasonable accommodations.
- They need to communicate their need for accommodation to the employer.
Once informed, employers are obligated to begin an interactive dialogue to find appropriate solutions.
The Step-by-Step Process of Requesting Workplace Accommodations
The process of requesting and providing accommodations should be collaborative and clear. Here’s a breakdown:
- Employee Disclosure: The employee notifies the employer of their disability and expresses the need for accommodation.
- Employer Review: The employer may request relevant medical documentation to verify the disability and its impact on job duties.
- Interactive Process: A good-faith dialogue begins, with both parties exploring potential accommodation options.
- Implementation of Solutions: The agreed-upon accommodations are put in place.
- Ongoing Follow-Up: Regular reviews ensure that accommodations remain effective and suitable.
Practical Examples of ADA Reasonable Accommodations at Work
Enhancing Physical Accessibility
For employees with mobility impairments, simple modifications can make a significant difference, such as:
- Installing ramps and handrails throughout the workplace
- Offering height-adjustable desks and ergonomic chairs
- Expanding doorways for wheelchair accessibility
- Updating restrooms to meet accessibility standards
Adjusting Work Schedules
Many employees benefit from flexible scheduling, including:
- Allowing flexible start and end times to accommodate medical treatments or therapy
- Providing part-time work arrangements during recovery periods
- Offering remote work options when feasible
- Extending leave beyond standard policies for medical reasons
Providing Assistive Technology
Technological tools can bridge many barriers, such as:
- Screen readers or magnification software for visually impaired employees
- Voice-to-text programs for those with mobility limitations
- Amplified phones or captioning devices for hearing-impaired individuals
Improving Communication Methods
Clear communication is essential for every employee. Accommodations may include:
- Hiring sign language interpreters for meetings
- Providing video content with captions
- Supplying written materials in Braille or large print
Modifying Workplace Policies
Sometimes, minor policy adjustments can make a workplace significantly more accessible:
- Permitting service animals on the premises
- Making exceptions to attendance policies for ongoing treatment needs
- Allowing additional breaks for medication administration or rest
Restructuring Job Duties
Job restructuring can help employees succeed by:
- Reassigning non-essential job duties that conflict with the disability
- Redistributing tasks among team members to better align with abilities
- Offering additional support or training to enhance job performance
Real-World Accommodation Examples by Industry
Healthcare Settings
- Installing adjustable examination tables
- Adapting surgical tools for those with limited dexterity
Retail Environments
- Lowering checkout counters for wheelchair users
- Modifying inventory stocking procedures
Manufacturing Facilities
- Providing adjustable control systems on machinery
- Installing visual alarm systems for safety alerts
Educational Institutions
- Rearranging classroom layouts for wheelchair access
- Using assistive listening devices during lectures
Employers’ Legal Responsibilities Under the ADA
Employers carry a legal obligation to accommodate employees unless doing so causes an “undue hardship.” Their responsibilities include:
- Actively engaging in the interactive process when a request is made
- Protecting the privacy of medical information
- Avoiding retaliation against employees who request accommodations
- Maintaining thorough documentation throughout the process
Undue hardship is determined by considering factors such as financial cost, business size, and operational impact.
Avoiding Common Employer Mistakes
Employers often face compliance issues due to avoidable errors, such as:
- Ignoring or dismissing accommodation requests
- Failing to respond promptly to requests, causing unnecessary delays
- Not maintaining proper documentation of the accommodation process
- Assuming the same accommodation works for every employee
Why Providing Reasonable Accommodations Benefits Employers
While accommodations are legally mandated, they also offer significant business advantages:
- Higher employee engagement and productivity
- Reduced turnover rates and absenteeism
- Improved company reputation for diversity and inclusion
- Reduced risk of costly lawsuits
- Stronger overall workplace culture
Frequently Asked Questions (FAQs)
Q: Is every requested accommodation mandatory?
A: No. Employers are only required to provide accommodations that are reasonable and do not create undue hardship.
Q: Can an accommodation be temporary?
A: Yes. Accommodations may be adjusted based on evolving medical needs or job requirements.
Q: What if an employer cannot afford an accommodation?
A: Financial hardship is considered, but employers must demonstrate why a particular accommodation is not feasible.
Q: Can co-workers be informed about an employee’s disability?
A: No. The employee’s privacy must be protected, and only those who need to know should be informed about accommodations.
Conclusion
Creating an inclusive workplace isn’t just about legal compliance—it’s about recognizing the value that diverse talents bring to an organization. By understanding ADA reasonable accommodations, engaging in open communication, and remaining flexible, employers can foster a workplace where every employee has the opportunity to succeed and thrive.
Disclaimer
Disclaimer: This guide is intended for informational purposes only and does not constitute legal advice. Employers and employees should consult legal professionals or the U.S. Equal Employment Opportunity Commission (EEOC) for specific legal guidance related to their situation.
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For more information visit: https://adata.org/factsheet/reasonable-accommodations-workplace
