In today's diverse and inclusive workforce, employers play a crucial role in ensuring that individuals with disabilities are provided with equal opportunities to thrive in their careers. One of the cornerstones of this inclusivity is the concept of "reasonable accommodations." As the workforce becomes more representative of a diverse range of abilities, it becomes imperative for employers to understand their responsibilities when individuals with disabilities request reasonable accommodations. In this blog, we will delve into what reasonable accommodations are, why they matter, and the responsibilities that employers have when an individual with a disability requests such accommodations.

Understanding Reasonable Accommodations

Reasonable accommodations are adjustments or modifications made by employers to enable individuals with disabilities to perform their job duties effectively and participate fully in the workplace. These accommodations are designed to level the playing field and ensure that no one is unfairly disadvantaged due to their disability.

According to the ADA National Network (2023), a request for accommodation is generally deemed “reasonable” unless the request poses an excessive financial burden or presents direct danger to the work environment. This does not mean that all accommodation requests must be granted, but that they must be considered and if found to be “reasonable,” then the individual is provided the equal accommodations that were requested.

Examples of reasonable accommodations may include:

  • Flexible Work Arrangements: Providing the option for telecommuting or flexible working hours to accommodate medical appointments or other disability-related needs. Or additional scheduled breaks.
    • Example: An individual with epilepsy is working as a graphic designer at a creative agency and requests a flexible work arrangement to accommodate medical appointments and breaks. In a meeting with her supervisor, she explains her situation and proposes telecommuting on appointment days, adjusted work hours, and additional short breaks to manage her energy levels. This enables the individual to attend appointments without extensive time off, maintain productivity, and foster a supportive work environment that values diverse needs.
  • Physical Modifications: Installing ramps, accessible restrooms, and ergonomic workstations to cater to mobility or physical limitations.
    • Example: A software developer who uses a wheelchair approaches his manager to discuss a reasonable accommodation request. He explains that the current workspace setup is not accessible for him, hindering his ability to move around freely and perform tasks effectively. He proposes the installation of a height-adjustable desk and the rearrangement of furniture to create more space. The modifications are made, allowing him to work comfortably, improve his efficiency, and feel valued as an integral team member.
  • Assistive Technologies: Offering screen readers, voice recognition software, or specialized equipment to assist employees with visual, hearing, or cognitive impairments.
    • Example: A marketing coordinator with a visual impairment initiates a conversation with her supervisor to request assistive technologies for her workstation. She explains that certain tasks are challenging due to her condition and proposes the use of screen reading software and a braille display. With the assistive technologies in place, the individual’s work efficiency improves, allowing her to contribute effectively to the team's success and fostering an inclusive work environment.

Reasonable accommodation requests can vary greatly based on an individual's specific needs, and the collaborative process between the employer and employee is crucial to finding the most effective solutions. Each person's circumstances and requirements are unique, which is why open communication and flexibility in addressing these needs are essential to creating an inclusive and supportive work environment.

Why Reasonable Accommodations Matter

Reasonable accommodations are not just a legal obligation; they are a fundamental step towards building an inclusive and diverse workplace.

By providing these accommodations, employers foster an environment where employees with disabilities can contribute their unique skills and perspectives, leading to enhanced creativity, productivity, and innovation.

Moreover, adhering to the principles of reasonable accommodations bolsters employee morale and loyalty. When individuals feel that their needs are acknowledged and respected, they are more likely to be engaged and committed to their work, resulting in higher job satisfaction, and reduced turnover rates.

Lastly, in a 2023 survey conducted by the Job Accommodation Network, 49.4% of the 720 employers surveyed reported that most reasonable accommodations were provided to employees at no cost to the employer.  When it is considered that reasonable accommodations increase productivity, inclusion, loyalty to job and that most of them do not cost anything it is only a benefit to businesses to ensure that they are providing reasonable accommodations when requested

Employer Responsibilities

When an employee or job applicant with a disability requests a reasonable accommodation, employers have specific responsibilities to ensure a fair and effective process.

Engage in an Interactive Process

Upon receiving a request, employers should engage in a collaborative dialogue with the individual to understand their needs, limitations, and possible accommodations. This open communication helps find the most suitable solution. Merely revealing one's disability without indicating its impact on their work is typically inadequate to initiate the accommodation process for an employee. However, it is essential to never disregard the act of disclosing a disability (Reasonable Accommodations in the Workplace, 2023).

  • Confidentiality: Employers must treat all information related to an employee's disability with strict confidentiality. Sharing such information without the employee's consent can lead to legal repercussions.
  • Timely Response: Employers are expected to respond promptly to accommodation requests. Delays in responding could hinder the employee's ability to perform their job effectively.
  • Assessment of Reasonableness: Employers must assess the requested accommodation to determine if it is reasonable and does not pose an undue hardship on the company. An undue hardship refers to significant difficulty or expense that would affect the organization's operations.
  • Implementation: Once a reasonable accommodation is agreed upon, employers should ensure its timely implementation. This may involve training, coordinating with relevant departments, or acquiring necessary resources.
  • Ongoing Evaluation: Employers should periodically review the effectiveness of the accommodation and make adjustments if needed. As an employee's needs or job responsibilities evolve, accommodations may need to be updated.

Reasonable accommodations are a linchpin of an inclusive work environment that values the diverse abilities of its employees. When employers take the initiative to provide these accommodations, they not only fulfill their legal obligations but also create a workplace culture that fosters respect, empathy, and innovation. By recognizing the unique contributions of individuals with disabilities and ensuring they have the tools they need to succeed, employers contribute to a brighter, more inclusive future for all.


Costs and Benefits of Accommodation. (2023, 05 04). Retrieved from Job Accommodation Network:

Reasonable Accommodations in the Workplace. (2023, 08 09). Retrieved from ADA National Network: