"We Need More Information": Is This a Legitimate Request?

When you request an accommodation, your employer may respond by asking for more information. Sometimes this is a legitimate part of the interactive process. Other times, it's a stalling tactic or an attempt to create barriers. Knowing the difference helps you respond appropriately.

When "We Need More Information" Is Legitimate

Requests for additional information are appropriate when:

Your Disability Isn't Apparent

If your employer can't observe your disability, they may reasonably ask for documentation confirming it exists and creates a need for accommodation. This is a standard part of the process for non-visible disabilities.

The Connection Isn't Clear

Your employer may not understand how your disability relates to your requested accommodation. Asking for clarification about why you need a specific accommodation is reasonable.

They Need to Understand Functional Limitations

To identify effective accommodations, your employer needs to understand what barriers you face. Asking about your functional limitations; what tasks are difficult, what environments are challenging; helps them find solutions.

Initial Documentation Was Incomplete

If the documentation you provided didn't answer key questions (Does this person have a disability? What limitations does it cause? Why is accommodation needed?), a follow-up request is reasonable.

When "We Need More Information" Is a Red Flag

Watch for these warning signs that information requests may be inappropriate:

Repeated Requests for the Same Information

If you've already provided documentation confirming your disability and need, and they keep asking for the same thing, that's a red flag. You shouldn't need to prove yourself multiple times.

Expanding Scope

If each time you provide information they ask for more; first your doctor's letter, then your medical records, then information about unrelated conditions; the scope is inappropriately expanding.

Requests for Excessive Detail

Your employer needs enough information to establish your disability and understand your accommodation need. They don't need your complete medical history, detailed treatment plans, or information about every aspect of your condition.

Requests When Disability Is Obvious

If your disability is apparent or already known to your employer, demanding documentation to prove it exists is inappropriate.

Using Information Requests to Delay

If information requests seem designed to drag out the process rather than gather necessary facts, that's a problem. Legitimate requests should move the process forward, not stall it indefinitely.

How to Evaluate an Information Request

Ask yourself these questions:

**Is this information I've already provided?**If yes, the request may be inappropriate.

**Is this information necessary to establish my disability or need?**If no, the request may exceed appropriate bounds.

**Is the request moving the process forward or stalling it?**Legitimate requests advance toward accommodation; problematic ones create barriers.

**Is the scope expanding with each request?**If they keep asking for more, that's concerning.

How to Respond to Information Requests

If the Request Is Legitimate

Comply in good faith. Provide the requested information in a timely manner. The interactive process requires cooperation from both sides.

Sample response: 'Thank you for your follow-up. I've attached additional documentation from my healthcare provider that addresses your questions about [specific topic]. Please let me know if you need anything else to move forward.'

If the Request Seems Inappropriate

Push back professionally:

Sample response: 'I want to make sure I'm providing what you actually need. I've already submitted documentation confirming I have a disability and explaining why I need this accommodation. Can you help me understand what specific questions remain unanswered? I want to respond appropriately without providing unnecessary medical information.'

If It's Clearly a Stalling Tactic

Address it directly:

Sample response: 'I've now provided documentation on [dates]. My disability and need for accommodation have been established. I'd like to move forward with discussing accommodation options rather than continuing to provide additional documentation. When can we meet to discuss solutions?'

What Employers Actually Need to Know

Legitimate information requests should help your employer understand:

That you have a disability as defined by the ADA

What functional limitations you experience

Why accommodation is needed

What accommodations might be effective

Whether the condition is temporary or ongoing

That's it. Information requests that go beyond these purposes may be overreaching.

Document the Exchange

Keep records of:

What information was requested

When each request was made

What you provided in response

Any pattern of escalating requests

How long the process is taking

This documentation may be important if you need to demonstrate that your employer failed to engage in good faith.

What This Means for You

Some information requests are a normal part of the accommodation process. Your employer may legitimately need to understand your disability and needs before they can provide effective accommodation. Respond to reasonable requests in good faith.

But you also have the right to push back on requests that seem designed to create barriers rather than gather necessary information. If requests keep expanding, repeating, or delaying, that's a problem worth addressing.

Next Steps

Learn more about documentation and employer responses:

What Can Employers Ask For in Medical Documentation?: Understand reasonable requests

How to Respond to Inappropriate Medical Documentation Requests: Push back when necessary

"We'll Get Back to You": How Long Is Too Long to Wait?: Recognize delay tactics

When Delays Become Discrimination: Recognizing Obstruction: Know when delay crosses the line

• Disclaimer: This article provides general information about employer information requests and is not intended as legal advice. If you believe your employer is making inappropriate requests or failing to engage in good faith, consult with a qualified employment attorney or contact the Equal Employment Opportunity Commission (EEOC).