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

After you request an accommodation, you may hear 'we'll get back to you' - and then wait. And wait. While the ADA doesn't specify exact timelines, it does require timely responses. Understanding what's reasonable helps you know when to follow up and when to escalate.

No Fixed Deadline, But "Timely" Is Required

The ADA doesn't set specific deadlines for accommodation requests. There's no rule saying employers must respond within 5 days or 30 days. However, the law does require employers to handle requests in a timely manner. Unnecessary delays can themselves be violations of the ADA.

What counts as 'timely' depends on the complexity of your request, but the process should always be moving forward.

What's a Reasonable Timeline?

Initial Response

Your employer should acknowledge your request within days, not weeks. Even if they can't immediately approve or implement an accommodation, they should let you know they received your request and are working on it.

Simple Accommodations

Straightforward accommodations; like allowing you to work from home occasionally, providing a different chair, or adjusting your schedule; should typically be resolved within days to a couple of weeks. These don't require extensive analysis or procurement.

Accommodations Requiring Procurement

If your accommodation requires purchasing equipment, software, or services, the timeline may extend to several weeks. Your employer needs time to research options, get approvals, and make purchases. However, they should keep you informed of progress.

Complex Situations

Some situations genuinely require more time; restructuring job duties, assessing multiple accommodation options, or addressing safety concerns. But even in complex cases, there should be visible progress. Long timelines should come with communication, not silence.

Red Flags: When Delay Becomes a Problem

**No acknowledgment of your request.**If days or weeks pass with no response at all, that's a problem.

**Repeated requests for the same information.**Asking for documentation you've already provided suggests stalling rather than progress.

Vague promises with no action.'We're working on it' without specifics or timelines is concerning if it continues indefinitely.

**Moving goalposts.**If requirements keep changing or new obstacles keep appearing, the process isn't moving in good faith.

**No interim accommodation offered.**If the permanent solution takes time, your employer should consider temporary measures.

**Long periods of silence.**The interactive process requires ongoing dialogue. Extended silence suggests disengagement.

What to Do When It's Taking Too Long

Step 1: Follow Up in Writing

Send a written follow-up that documents your timeline:

'I submitted my accommodation request on [date]. It's now been [X weeks] and I haven't received a response. Can you please provide an update on the status of my request and an expected timeline for resolution?'

Step 2: Request a Specific Timeline

Ask for concrete commitments:

'I understand these requests take time to process. Can you give me a specific date by which I can expect a decision or next steps?'

Step 3: Request Interim Accommodations

If the permanent solution is delayed, ask for temporary measures:

'While we work toward a permanent solution, can we implement [temporary accommodation] so I can continue to perform my job effectively?'

Step 4: Escalate If Necessary

If follow-ups don't produce results:

Escalate to HR leadership if you've been working with a lower-level HR representative

Contact your supervisor's supervisor if the bottleneck is your direct manager

Consider consulting external resources (Job Accommodation Network, employment attorney)

Step 5: Document Everything

Keep records of when you made your request, every follow-up, every response (or non-response), and the timeline. This documentation is essential if delays become discrimination.

What Your Employer Should Do During Legitimate Delays

Even when delays are legitimate, your employer should:

Keep you informed of progress and reasons for delay

Provide a realistic timeline for resolution

Consider interim or temporary accommodations

Continue engaging actively in the process

Not penalize you for performance issues caused by the lack of accommodation

Silence and inaction are not acceptable, even when there are legitimate reasons for delay.

When Delay Becomes Discrimination

Courts have found that unnecessary delays can violate the ADA. Employers who drag out the process, fail to respond, or create bureaucratic obstacles may be failing their legal obligations. Delay becomes discriminatory when it:

Appears designed to avoid providing accommodation

Continues without legitimate reason

Causes you to suffer negative consequences (discipline for performance issues, health impacts)

Demonstrates a pattern of bad faith

What This Means for You

You have the right to a timely response. Some delay may be reasonable, especially for complex requests, but the process should always be moving forward. If you're hearing 'we'll get back to you' repeatedly without progress, it's time to push for action.

Don't let indefinite delay become the answer to your request. Follow up, document, and escalate if necessary. The longer the delay, the more important it becomes to have a clear record of your efforts and your employer's inaction.

Next Steps

Learn more about timelines and employer responses:

How Long Should the Accommodation Process Take?: Understand reasonable timelines

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

What If My Employer Won't Engage in the Interactive Process?: Options when dialogue breaks down

How to Document Retaliation and Discrimination Effectively: Protect yourself with good records

• Disclaimer: This article provides general information about accommodation timelines and is not intended as legal advice. If you believe your employer is unreasonably delaying your accommodation request, consult with a qualified employment attorney or contact the Equal Employment Opportunity Commission (EEOC).