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Reasonable Accommodations

The ADA and Title VII require employers to provide reasonable adjustments so qualified workers with disabilities or religious needs can do their jobs.

Triggering the interactive process

You don't need to say the magic words. Letting your employer know you need a change at work because of a medical condition or religious practice triggers their duty to engage in an interactive conversation about what might work.

What's 'reasonable'

Modified schedules, remote work, ergonomic equipment, leave beyond FMLA, reassignment to a vacant position, schedule swaps for religious observance, dress code exceptions — all common accommodations. The standard is whether it imposes 'undue hardship.'

Documentation

Employers can request reasonable medical documentation confirming a disability and the need for the accommodation, but not your full medical history. For religious accommodations, the standard is more limited.

Red flags to watch for

A flat 'no' without any interactive discussion
Being told 'we don't do that here' before any analysis
Discipline for symptoms or limitations after disclosing a condition
Pressure to take unpaid leave instead of trying an accommodation

Next up

Independent Contractor Classification