Job accommodations

DEFINITION: Job accommodations refer to modifications or adjustments made in the work environment to enable individuals with disabilities to perform their job tasks effectively.


1. What are job accommodations?
Job accommodations are changes made in the workplace that remove barriers and enhance accessibility for individuals with disabilities. These adjustments can include physical modifications, changes in work schedules, assistive technology, or changes in policies and procedures.

2. Who is responsible for providing job accommodations?
Under the Americans with Disabilities Act (ADA), employers are responsible for providing reasonable accommodations to qualified employees with disabilities. However, the process of determining and implementing accommodations is typically a collaborative effort between the employer, the employee, and sometimes disability service providers.

3. What is meant by “reasonable accommodations”?
Reasonable accommodations refer to modifications or adjustments that do not cause undue hardship for the employer and enable individuals with disabilities to perform the essential functions of their job. The specific accommodations required may vary depending on the nature of the disability and the job tasks involved.

4. How are job accommodations determined?
The process of determining job accommodations typically begins with a discussion between the employer and the employee with a disability. This interactive process involves identifying barriers, assessing potential solutions, and finding mutually agreeable accommodations that enable the employee to perform their job tasks effectively. In some cases, professional evaluations or input from disability service providers may be required to identify appropriate accommodations.

5. Can job accommodations be temporary?
Yes, job accommodations can be temporary. They may be provided for a specific duration, such as during a period of recovery from surgery or a temporary disability. Additionally, accommodations may need to be reviewed and updated periodically to ensure their ongoing effectiveness or make adjustments in response to changes in the employee’s needs.