Reasonable accommodations are changes to the job or work environment that allow employees with disabilities to perform the essential functions of their job and enjoy equal employment opportunities. Employers are required to provide reasonable accommodations under the Americans with Disabilities Act (ADA) and similar state and local laws.

Designing reasonable accommodations is a collaborative process between the employee and the employer. The employee should first request an accommodation and explain their needs. The employer should then work with the employee to identify an accommodation that will meet their needs and not create an undue hardship for the organization.

There are many different types of reasonable accommodations. Some common examples include:

• Job restructuring: This may involve changing the employee’s job duties or work schedule to accommodate their disability.
• Modified equipment or software: This may involve providing the employee with assistive technology or modifying existing equipment or software to make it more accessible.
• Flexible work arrangements: This may include allowing the employee to work from home, have a modified work schedule, or take breaks as needed.
• Sign language interpreters or real-time captioning: This may be provided for employees who are deaf or hard of hearing.
• Service animals: This may be provided for employees with disabilities that require the use of a service animal.

When designing a reasonable accommodation, the employer should consider the following factors:

• The employee’s specific needs and disability.
• The essential functions of the employee’s job.
• The cost and feasibility of providing the accommodation.
• The potential impact of the accommodation on the organization and other employees.

Here are some examples of how to design reasonable accommodations for specific needs:

Need: An employee with a mobility disability needs a wheelchair ramp to access their workspace.

Accommodation: The employer can install a wheelchair ramp to the employee’s workspace.

Need: An employee with a visual impairment needs to use screen magnification software to read their computer screen.

Accommodation: The employer can provide the employee with a screen magnification software program.

Need: An employee with a hearing impairment needs a sign language interpreter for their meetings.

Accommodation: The employer can provide the employee with a sign language interpreter for their meetings.

Need: An employee with a mental health disability needs to take breaks as needed throughout the day.

Accommodation: The employer can allow the employee to take breaks as needed throughout the day.

It is important to note that not all requests for reasonable accommodations are reasonable. An employer is not required to provide an accommodation that would create an undue hardship for the organization. An undue hardship is a significant difficulty or expense that would fundamentally alter the nature or operation of the business.

Here are some examples of unreasonable requests for reasonable accommodations:

• An employee requests that their work schedule be changed so that they can work only during the day. However, the employee’s position is required to be staffed 24 hours a day.
• An employee requests that they be allowed to bring their pet to work. However, the company has a policy against pets in the workplace.
• An employee requests that they be given a raise as an accommodation for their disability. However, raises are based on performance, not disability status.

If an employer is unsure whether or not a requested accommodation is reasonable, they should consult with an expert on disability law.

Here are some tips for employers on how to design and implement reasonable accommodations:

• Be proactive. Don’t wait for an employee to request an accommodation before starting to think about how to meet their needs.
• Be flexible and creative. There is no one-size-fits-all approach to designing reasonable accommodations. Be willing to work with the employee to find a solution that works for everyone.
• Communicate with the employee. Keep the employee informed of the progress you are making in designing and implementing their accommodation.
• Be patient. It may take some time to find the right accommodation for the employee’s needs and to implement it in a way that works for everyone.

By following these tips, employers can design and implement reasonable accommodations that meet the needs of their employees and the organization.

Conclusion

Designing reasonable accommodations is an important part of creating an inclusive workplace for employees with disabilities. By understanding the needs of employees with disabilities and working with them to find accommodations that meet those needs, employers can create a workplace where everyone can thrive.