What Is a Reasonable Accommodation?

A reasonable accommodation(definition available) is any change to a job, work environment, or the way things are usually done that enables a qualified individual(definition available) with a disability to perform their job and enjoy equal employment opportunities. It's about removing barriers that would otherwise prevent you from doing work you're qualified to do.

The concept is straightforward: if something about the standard work setup creates a barrier because of your disability, and that barrier can be removed or reduced without causing significant difficulty for your employer, your employer is required to make that change.

The Legal Definition

Under the ADA, reasonable accommodations include:

Modifications to the job application process that enable qualified applicants with disabilities to be considered for positions

Modifications to the work environment or job duties that enable employees with disabilities to perform the essential functions(definition available) of their jobs

Modifications that enable employees with disabilities to enjoy equal benefits and privileges of employment, such as access to training, company events, and break rooms

The key word is 'reasonable.' An accommodation is reasonable if it's effective at addressing the barrier and doesn't impose an undue hardship(definition available) on the employer. Most accommodations cost little or nothing to implement.

What Makes an Accommodation 'Reasonable'?

An accommodation is reasonable if it meets two criteria:

1. It's Effective

The accommodation must actually address the barrier you face. It doesn't need to be perfect, and it doesn't need to be your first choice; but it does need to enable you to perform the essential functions of your job. If an accommodation doesn't solve the problem, it's not effective, and your employer needs to consider alternatives.

2. It Doesn't Cause Undue Hardship

An accommodation that would cause significant difficulty or expense for the employer, relative to the employer's size and resources, may be considered an undue hardship(definition available). This is a high bar, and it's the employer's burden to prove, not yours to disprove. Most accommodations don't come close to meeting it.

What Reasonable Accommodations Are NOT

Understanding what accommodations are not helps set realistic expectations:

Not eliminating essential functions(definition available). Accommodations change how you do your job, not what the core job requires. If a job requires regular client presentations, an accommodation might be a quieter space to prepare or presentation software with accessibility features, not eliminating presentations entirely.

Not lowering performance standards. You're still expected to meet the same quality and quantity standards as other employees. Accommodations help you meet those standards; they don't change them.

Not creating a new position. Your employer doesn't have to create a job that doesn't exist. However, reassignment(definition available) to an existing vacant position may be a reasonable accommodation.

Not necessarily your preferred accommodation. You have the right to an effective accommodation, but not necessarily your first choice. If your employer offers an alternative that works, they've met their obligation, even if you would have preferred something else.

Categories of Reasonable Accommodations

Accommodations fall into several broad categories:

• Schedule modifications: Flexible start/end times, modified break schedules, part-time work, leave for medical appointments
• Workspace modifications: Ergonomic equipment, adjusted lighting, reduced noise, remote work options
• Assistive technology: Screen readers, dictation software, captioning, amplified phones
• Job restructuring: Redistributing non-essential tasks, modifying how tasks are performed
• Policy modifications: Exceptions to dress codes, flexible attendance policies, permission to have food or drinks at workstations
• Communication modifications: Written instructions instead of verbal, sign language interpreters, modified feedback methods
• Leave: Additional unpaid leave beyond what's provided by FMLA or company policy, when needed for treatment or recovery

How Accommodations Are Determined: The Interactive Process

You don't just request an accommodation and wait for a yes or no. The ADA requires employers to engage in an interactive process(definition available), an ongoing dialogue between you and your employer to identify and implement an effective accommodation.

In this process, you describe the barriers you face, and your employer works with you to identify solutions. You may suggest specific accommodations, but your employer can offer alternatives. The goal is to find something that works for both parties.

This process should be collaborative, not adversarial. Most accommodation requests are resolved through straightforward conversations. When they're not, knowing your rights helps you push back appropriately.

Your Role in the Process

While your employer has obligations, you have responsibilities too:

Identify the barrier. You know your disability better than anyone. It's your responsibility to explain what barriers you face at work. You don't need to disclose your specific diagnosis, but you do need to connect your accommodation request to a disability-related limitation.

Request an accommodation. Your employer isn't required to guess that you need help. You need to make your need known. This doesn't require magic words, just a clear indication that you need a change due to a medical condition or disability.

Provide documentation if requested. If your disability isn't obvious, your employer may ask for documentation confirming you have a disability and explaining why you need the accommodation. This request must be reasonable and limited to what's necessary.

Participate in good faith. Engage in the interactive process. Respond to your employer's questions and suggestions. Consider alternatives they propose.

What This Means for You

If something about your work environment creates a barrier because of your disability, you have the right to ask for a change. Your employer is required to consider your request, engage in a dialogue with you, and provide an effective accommodation unless doing so would cause undue hardship.

You deserve to get your needs met. Your needs do not make you less than. Asking for them to be met does not make you difficult. Accommodations aren't special treatment; they're adjustments that allow you to do the job you're qualified to do.

There are millions of possible accommodations. If you know something works for you, ask for it. If it's effective, it can be an accommodation. It's not your job to decide whether it's reasonable; leave that to your employer. Your job is to identify the barrier and propose solutions.

Next Steps

Continue learning about workplace accommodations:

What Kinds of Workplace Accommodations Are Available?: Explore specific types of accommodations

Can My Employer Deny My Accommodation Request?: Understand when denial is and isn't legitimate

What Is the Interactive Process for ADA Accommodations?: Learn how the accommodation dialogue works

How Do I Request Accommodations at Work?: Practical steps to make your request

• Disclaimer: This article provides general information about reasonable accommodations under the ADA and is not intended as legal advice. Whether a specific accommodation is reasonable depends on individual circumstances. If you have questions about your specific situation or believe your rights have been violated, consult with a qualified employment attorney or contact the Equal Employment Opportunity Commission (EEOC).