[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-280367-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-280367-en":126},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","employment-requesting-a-reasonable-accommodation-overview","Employment - Requesting a Reasonable Accommodation - Overview","","Employment guidance on requesting a reasonable accommodation under the Americans with Disabilities Act (ADA), covering who is protected, what counts as a disability, and what “qualified” and “essential functions” mean for job eligibility. Explains the employer’s duty to provide reasonable accommodation unless it creates undue hardship, what employers may request as supporting medical information, and how the interactive process works after a request. Includes a sample reasonable accommodation letter template.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/employment-requesting-a-reasonable-accommodation-overview/280367/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/employment-requesting-a-reasonable-accommodation-overview/280367.png","ImageObject",442,249,{"name":42,"@type":43},"Aria","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-27","2026-09-16",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",12,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"Which employers are covered by the ADA for reasonable accommodation requests?","Question",{"text":63,"@type":64},"The ADA covers private employers and employment agencies with 15 or more employees, plus state and local governments regardless of employee count. 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If the employee does not know which accommodation would work, they should explain the problem and ask the employer to meet to identify a reasonable option.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},280367,1790025709,{"code":4,"msg":82,"data":83},"success",[84,89,93,98,103,108,113,117,122],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},15,"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},18,30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":120,"language":135,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":12,"update_tm":139,"read_time":26},2336464648322,"https://ap-avatar.wpscdn.com/avatar/2200025388227c56fec?_k=1778556882303663488","Employment  \nRequesting a Reasonable Accommodation  \nThe Americans with Disabilities Act (ADA) prohibits discrimination against any qualified individual with a disability who can perform the essential functions of the job with or without accommodations.  \nWhat Employers Must Follow the ADA?  \nAll private employers and employment agencies that employ 15 or more employees are covered by the ADA. State and local governments are also covered, no matter how many people they employ. The only employers not covered by the ADA are agencies of the United States government, corporations fully owned by the U. S. government, Indian tribes and private membership clubs.  \nWhat is considered a “disability”?  \nThe ADA’s definition of a disability is:  \n1. A person who has a physical or mental impairment that substantially limits a major life activity such as caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working;  \n2. A person who has a record of such an impairment; or  \n3. A person who is regarded as having such an impairment.  \nWhat does it mean to be “qualified” to do a job?  \n“Qualified” means you meet all of the employer’s requirements to do the essential functions of the job. You have the education, experience, skills and any licenses needed.  \nWhat are the “essential functions” of a job?  \n“Essential functions” are the basic duties of the job. These are usually found in a job description. Generally, those duties not found in a position description are not considered “essential.” If there is no job description available, your employer can define the essential functions by looking at:  \n1. the amount of time spent performing the function;  \n2. the consequences of not requiring a person in this job to perform a function;  \n3. other people who presently do the job or who have done it in the past.  \nAn employer cannot refuse to hire you or fire you from a current position because your disability prevents you from performing duties that are not essential to the job.  \nWhat is a “reasonable accommodation”?  \nA “reasonable accommodation” is any change or adjustment to a job, policy, or work environment. The accommodation is needed to allow an applicant or employee with a disability to participate in the job application process, to perform the essential functions of the job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.  \nAn employer is required to provide a reasonable accommodation unless it would be an undue hardship.“Undue hardship”means the accommodation would cost a lot or make it very hard for the employer or company to function.  \nExamples of accommodations for many types of jobs can be found at the Job Accommodation Network or call 1.800.526.7234.  \nHow do I ask for a reasonable accommodation?  \nGenerally, it is your responsibility to tell your employer that you need an accommodation. Employers are required to provide a reasonable accommodation only if it has been requested.  \nAlways ask for a reasonable accommodation in writing. There is an example of a letter you could use at the end of this article. Keep a copy of this request for you records.  \nIf you do not know what accommodation would work, explain your problem and ask the employer to meet with you to help identify a reasonable accommodation.  \nDo I need any information to support my request for accommodation?  \nThe employer might ask for medical information to prove you have a disability covered by the ADA. You may have to provide what kind of accommodation would work for you. Your employer may require you to take a medical examination if you request an accommodation because of disability.  \nMedical information relating to your disability or functional limitations can also include consultations with knowledgeable professional sources, such as occupational and physical therapists, and rehabilitation specialists.  \nAll information about your medical condition ","cbCaiqmk63HNRwA3","https://ap.wps.com/l/cbCaiqmk63HNRwA3","pdf",99983,"English","# Employment\n## Requesting a Reasonable Accommodation\n## What Employers Must Follow the ADA?\n## What Is Considered a Disability?\n## What Is a “Qualified” Individual?\n## What Are “Essential Functions”?\n## What Is a “Reasonable Accommodation”?\n## How to Ask for a Reasonable Accommodation\n## Information to Support the Request\n## What Happens After a Request\n## Sample #1 - Reasonable Accommodation Letter","[{\"question\":\"Which employers are covered by the ADA for reasonable accommodation requests?\",\"answer\":\"The ADA covers private employers and employment agencies with 15 or more employees, plus state and local governments regardless of employee count. Certain federal government agencies, fully government-owned corporations, Indian tribes, and private membership clubs are not covered.\"},{\"question\":\"What does the ADA consider a “disability” for accommodation purposes?\",\"answer\":\"A disability includes a physical or mental impairment that substantially limits a major life activity, a record of such an impairment, or being regarded as having such an impairment.\"},{\"question\":\"How should an employee request a reasonable accommodation?\",\"answer\":\"The employee generally must tell the employer that an accommodation is needed, and the request should be made in writing. If the employee does not know which accommodation would work, they should explain the problem and ask the employer to meet to identify a reasonable option.\"}]","Employment - Requesting a Reasonable Accommodation - Overview | PDF",1789538083]