Everything You Wanted to Know About Accommodations

Onboarding Question: Everything You Wanted to Know About Accommodations also appears on our Substack Newsletter, Making Work Accessible, as part of our Tough Topic Thursdays series.

Tough Topic: Everything You Wanted to Know About Accommodations

The Tough Topic Thursdays series is doing some deep dives this month! We’re looking into specific questions related to disability and neurodivergence in the areas of Talent Acquisition, Employee Onboarding, Training and Development, and Performance Management.

What Does Accommodation Mean?

First, some definitions. Disability accommodation refers to many kinds of changes or adjustments made to allow an individual with a disability to perform the essential functions of their job. These accommodations can be physical, technological, or procedural, and they are designed to help individuals with disabilities work effectively and independently.

Disability accommodation is important in the workplace because it allows individuals with disabilities to contribute their skills and talents to the workforce and to enjoy the same opportunities as their non-disabled peers. Also, it helps employers to create a more inclusive and diverse workplace culture. Reasonable accommodations ensure that qualified individuals with disabilities have rights in employment equal to those of individuals without disabilities.

The Americans with Disabilities Act (ADA) is a US law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment, education, and transportation. Its purpose is to ensure equal opportunity for people with disabilities and to eliminate barriers that prevent them from fully participating in society.

Who is Covered by the ADA?

The part of the ADA enforced by the Equal Employment Opportunity Commission (EEOC) outlaws job discrimination by all employers with 15 or more employees. This includes state and local government employers. Job discrimination against people with disabilities is illegal if practiced by private employers, state or local governments, employment agencies, or labor organizations.

The ADA does not contain a list of covered disabilities. Generally, disclosure of disabilities is not required until an employee needs an accommodation to perform their job duties. Employees only need to provide enough information for the employer to understand the nature of the disability and the necessary accommodation.

Read more about disability disclosure at work in a previous Tough Topic Thursday:

Types of Accommodations

Reasonable accommodations can take many forms. Commonly used are assistive technology, physical modifications to the workplace, adjusted work schedules, and modifying job duties. The specifics will vary depending on the individual’s disability and the requirements of the job. Most importantly, working closely with the employee through an interactive process will help to identify the most appropriate accommodations.

Resources for Employees and Employers

• The Equal Employment Opportunity Commission (EEOC): https://www.eeoc.gov/
• EEOC Disability Resources: https://www.eeoc.gov/eeoc-disability-related-resources
• EEOC Employer Resource – Prohibited Policies/Practices: https://www.eeoc.gov/prohibited-employment-policiespractices
• EEOC Employee Resource – Filing a Charge of Discrimination: https://www.eeoc.gov/filing-charge-discrimination
• Job Accommodation Network (JAN): https://askjan.org/
• JAN: A to Z of Disabilities and Accommodations: https://askjan.org/a-to-z.cfm
• JAN: How to Request an Accommodation: https://askjan.org/media/accommrequestltr.cfm
• JAN: Medical Exams and Inquiries: https://askjan.org/topics/medexinq.cfm

Advocating for Yourself: How to Request an Accommodation

Asking for what you need at work can feel intimidating, but it is a critical part of self-advocacy. This is a topic an upcoming webinar session next month will explore.

Our session starts by tackling the most personal form of advocacy: asking for what you need. It’s common to have fears or hesitations when thinking about an accommodation request. We’ll capture these fears and then counter them with practical strategies.

One key discussion point is identifying the need. How do you move from a vague feeling of “something is wrong” to recognizing “this is a barrier I need to address”? This is the first step in preparing your request.

Next, we’ll focus on the “why” behind the “what.” It’s essential to frame your request around how the accommodation enables you to perform your job effectively, rather than presenting it as a special favor. This helps your employer understand that your request is about improving your productivity and contribution.

We’ll also discuss communication strategy. Who should you talk to first: HR, your manager, or a trusted colleague? We’ll cover the best way to open the conversation and what key information you should have ready.

Finally, we’ll discuss the interactive process. It’s important to remember that accommodations are often a negotiation. It’s perfectly fine to ask for alternatives if a particular request is denied and work with your employer to find a solution that works for everyone.

This session is on October 15, 2025. Register now!

Do you have a story about accommodations at work? We’re listening.

Save this form for later at https://inclusivepixel.com/disability-stories