Your accommodation request was denied.

This is the first question, and you have a right to an answer.

Ask in writing. Email your employer (or HR, or whoever delivered the denial) and ask for a specific explanation. Not "we can't accommodate that." The specific reason.

What you're looking for:

• Did they claim undue hardship? (They have to prove it, not just assert it.)
• Did they say your documentation was insufficient? (Ask exactly what's missing.)
• Did they offer an alternative? (Was it actually effective, or just performative?)
• Did they engage in the interactive process at all? (If not, the denial itself may be a violation.)
• Did they give no reason? (Keep asking. Document that they won't explain.)

Your employer is required to engage in the interactive process before denying a request. That means a real conversation, not a form letter.

Signs the process was not followed:

• Your request was denied without any discussion
• No one asked you questions about your barriers or explored options
• You were never offered alternatives
• The denial came from someone who never spoke to you directly
• You were told "we don't do accommodations" or "that's not our policy"

If the process wasn't followed, the denial may be a violation regardless of whether the specific accommodation was feasible.

Document everything. Today.

• The date you made your request and who you made it to
• The date of the denial and how it was communicated
• The reason given (or that no reason was given)
• Every conversation, email, and side comment related to the request
• Any changes in how you've been treated since making the request
• Names of anyone who witnessed relevant conversations

You have more than you think.

Continue the interactive process. Propose alternative accommodations. Ask your employer what they would consider. Keep the conversation going in writing. A denial of one specific accommodation does not end the process.

Escalate internally. If the person who denied your request isn't responsive, go higher. Their supervisor, a different HR contact, a compliance officer. Put the escalation in writing:

"I'm escalating this because I still need an effective accommodation and want to ensure we're meeting our obligations under the ADA."

Get outside support.

• Job Accommodation Network (JAN): Free consultation on accommodation solutions. Call 1-800-526-7234.
• Local disability advocacy organizations
• State vocational rehabilitation agencies

Consult an employment attorney. Many offer free initial consultations. An attorney can evaluate whether the denial was lawful and advise on next steps. This doesn't mean you're suing. It means you're getting informed.

File a complaint with the EEOC. If your employer has violated the ADA (denied without engaging in the interactive process, retaliated, discriminated), you can file a charge with the Equal Employment Opportunity Commission.

Whether you continue the process internally, file a complaint, or both:

• Keep doing your job as best you can. Don't give your employer legitimate performance reasons to take action against you.
• Stay professional in all communications. Your written record should show you acting in good faith. Even when you're frustrated.
• Watch for retaliation. Any negative treatment that starts after your request or denial could be retaliation. Document it immediately.
• Don't assume "no" is final. Many employers who initially deny requests eventually engage when they understand you know your rights and are prepared to act on them.