What Counts as a ‘Reasonable Accommodation’ Under the ADA?

The Americans with Disabilities Act (ADA) protects employees with disabilities from unfair treatment in the workplace. One of its core guarantees is the right to “reasonable accommodation,” which refers to adjustments or modifications to a job or work environment that allow a qualified individual with a disability to perform essential job functions.

For many workers in Mississippi, however, the definition of “reasonable” is not always clear. When requests are denied or ignored, employees may wonder whether their rights have been violated. At Espy Law, we help clients in Jackson and throughout the state understand their rights under the ADA and take action when those rights are denied. This guide outlines what qualifies as a reasonable accommodation, when employers are required to provide one, and when they may legally decline to do so.

Understanding the Basics of Reasonable Accommodation

A reasonable accommodation is any change in the work environment or in how things are usually done that enables an individual with a disability to enjoy equal employment opportunities. These accommodations must be provided to individuals with a qualifying disability, as defined by the ADA, as long as the request does not impose an undue hardship on the employer.

The law applies to private employers with 15 or more employees, as well as state and local governments, employment agencies, and labor organizations. Accommodations are considered on a case-by-case basis. What is reasonable in one situation may not be in another, depending on factors such as business size, job responsibilities, and available resources.

If you are unsure whether your situation qualifies, an ADA lawyer can help assess your circumstances and communicate with your employer on your behalf.

Common Types of Reasonable Accommodations

The Equal Employment Opportunity Commission (EEOC) provides guidance on what constitutes reasonable accommodation. Some of the most common examples include:

• Modified work schedules (such as flexible hours for medical appointments)
• Remote work or telecommuting arrangements
• Physical modifications to the workspace, including ramps or accessible restrooms
• Provision of assistive technology or equipment
• Reassignment to a vacant position
• Leave for medical treatment or recovery (separate from FMLA)

These accommodations are not limited to physical disabilities. Individuals with mental health conditions, chronic illnesses, or sensory impairments may also qualify for reasonable adjustments.

Employers are expected to engage in an “interactive process” with the employee to find a workable solution. A disability discrimination attorney can help ensure this process is fair and that the employer upholds its legal obligations.

To learn more about how Espy Law advocates for workers with disabilities, visit our employment law services page.

When Employers Must Say Yes

Suppose an employee has a qualifying disability and the accommodation would enable them to perform the essential functions of their job. In that case, the employer must provide the accommodation unless doing so would cause significant difficulty or expense.

Key conditions that must be met:

• The employee must inform the employer of the disability and the need for accommodation.
• The request must be reasonable and directly related to job performance or access to the workplace.
• The accommodation must not pose a safety risk or disrupt operations beyond what is considered normal business flexibility.

Employers are not permitted to ignore or dismiss requests without explanation. They also cannot retaliate against employees for requesting accommodations. An employment discrimination lawyer in Jackson, MS, can help workers hold their employers accountable if these rights are violated.

When Employers Are Allowed to Say No

While the ADA requires reasonable accommodations, it does not require accommodations that impose an “undue hardship.” This term refers to accommodations that are excessively costly, extensive, disruptive, or that would fundamentally alter the nature of the business.

Factors considered in undue hardship claims include:

• The employer’s size and financial resources
• The nature and structure of the business
• The impact of the accommodation on other employees and the workflow

For example, a small business with limited staff may not be required to offer extended telework if doing so would compromise the business’s ability to operate effectively. Employers are also not obligated to eliminate essential job functions or lower production standards.

However, many employers misuse this provision and deny accommodations they could reasonably offer. If your request was rejected without a meaningful review, it may be time to consult an ADA attorney who can help you challenge the decision and seek corrective action.

To get a legal opinion with no upfront cost, visit our consultation page today.

The Importance of the Interactive Process

The ADA does not just require accommodations. It also involves communication. The interactive process is a collaborative discussion between the employer and employee to evaluate accommodation needs and options.

This process should include:

• A review of the employee’s limitations and how they affect job performance
• Consideration of multiple accommodation options rather than a flat denial
• A good-faith effort to identify feasible solutions

Employers who fail to participate in this process may be liable for failing to accommodate, even if the original request was not granted. If the dialogue breaks down or becomes one-sided, legal intervention may be necessary.

To learn more about how our firm works with employees and their families, visit the attorney profile of our lead counsel.

What to Do If You’re Denied a Reasonable Accommodation

Being denied a reasonable accommodation can impact not just your ability to work but your dignity and independence. If you suspect that your rights under the ADA were violated, document all communications, keep records of your request and the response, and consult legal counsel as soon as possible.

A knowledgeable attorney can:

• Review your disability status and determine eligibility
• Evaluate the reasonableness of your request
• Initiate communication with your employer
• File a complaint with the EEOC or pursue a legal claim if necessary

These cases are time-sensitive, so acting quickly is in your best interest. Contact us today to begin reviewing your legal options with our team.

Legal Protection You Can Count On

At Espy Law, we believe no one should have to choose between their health and their job. Our firm supports workers across Jackson and Mississippi who are facing discrimination, denial of accommodations, or unlawful retaliation. Whether your employer refused to make necessary changes or failed to engage in a fair process, we are prepared to take legal steps on your behalf.

With no upfront fees and a commitment to justice, we help level the playing field for workers with disabilities. Let us help you move forward with clarity and strength. Contact us today for a free consultation and personalized legal guidance under the ADA.