What is reasonable accommodation under ADA?

A modification to the work environment, schedule, or job duties that enables a qualified employee with a disability to perform the essential functions of their job. Required of US employers with 15+ employees.

Who qualifies for ADA protection?

A qualified individual with a disability — someone with a physical or mental impairment that substantially limits a major life activity, who can perform essential job functions with or without reasonable accommodation.

When is an accommodation not required?

When it would impose undue hardship — significant difficulty or expense relative to the employer's resources. Or when no accommodation would enable the essential job functions. Or when the employee can't perform essential functions even with accommodation.

What is the interactive process?

A required good-faith dialogue between employer and employee to identify potential accommodations, evaluate effectiveness, and implement. Failing to engage at all is itself an ADA violation.

HR GLOSSARY · Employment law

ADA reasonable accommodation

Also known as: Americans with Disabilities Act accommodation, Reasonable accommodation, ADA Title I

Under the US Americans with Disabilities Act (ADA), employers with 15+ employees must provide reasonable accommodation to qualified employees and applicants with disabilities — modifications to the work environment, schedule, or job duties that enable the employee to perform the essential functions of their job — unless the accommodation would impose an undue hardship on the employer.

ADA Title I prohibits discrimination against qualified individuals with disabilities in employment and requires reasonable accommodation. "Reasonable accommodation" is a deliberately flexible concept — the law doesn't prescribe specific accommodations, it requires a good-faith interactive process between employer and employee to identify what would work. The accommodation must enable the essential job functions; it doesn't require the employer to eliminate those functions, lower performance standards, or provide a different job entirely.

Examples of reasonable accommodation

Modified work schedule (later start, intermittent breaks)
Remote or hybrid work arrangements where job functions allow
Modified equipment (ergonomic setup, larger monitors, voice-recognition software)
Job restructuring — reassigning marginal (non-essential) functions
Reserved parking, accessible workstations, modified facilities
Reassignment to a vacant equivalent position when current role can't be accommodated
Modified policies (e.g., service animal in workplace, flexibility on attendance policy)

The interactive process

When an employee requests accommodation (or the need becomes obvious), the employer must engage in an interactive dialogue: clarify limitations, identify potential accommodations, evaluate each for effectiveness and cost, implement and monitor. The process is required to be in good faith — failing to engage at all is itself an ADA violation regardless of whether accommodation was ultimately required. Document every step of the interactive process.

When does "undue hardship" apply?

An accommodation is not required if it would impose significant difficulty or expense relative to the employer's resources. Factors: cost of accommodation, employer's size and financial resources, nature of the operations. "Undue hardship" is a high bar in practice — most cost-driven defenses fail because typical accommodations cost less than employers initially estimate. Document the cost analysis if denying on this basis.

Frequently asked questions

What is reasonable accommodation under ADA?: A modification to the work environment, schedule, or job duties that enables a qualified employee with a disability to perform the essential functions of their job. Required of US employers with 15+ employees.
Who qualifies for ADA protection?: A qualified individual with a disability — someone with a physical or mental impairment that substantially limits a major life activity, who can perform essential job functions with or without reasonable accommodation.
When is an accommodation not required?: When it would impose undue hardship — significant difficulty or expense relative to the employer's resources. Or when no accommodation would enable the essential job functions. Or when the employee can't perform essential functions even with accommodation.
What is the interactive process?: A required good-faith dialogue between employer and employee to identify potential accommodations, evaluate effectiveness, and implement. Failing to engage at all is itself an ADA violation.