A workplace accommodation is a modification or adjustment to a job, work environment, or the way tasks are performed that enables an employee with a disability to perform their essential job functions.

Employees with disabilities, as defined by the Americans with Disabilities Act (ADA), may be eligible for reasonable accommodations if their condition affects their ability to perform essential job duties.

To request an accommodation, notify your supervisor, HR department, or the Office of Accessibility Services (OAS). You may be asked to provide documentation supporting your request.

Accommodations vary based on individual needs but may include flexible work schedules, assistive technology, modified workspaces, job restructuring, or alternative communication methods.

You do not need to disclose your diagnosis, but you may need to provide documentation from a healthcare provider explaining the limitations and how an accommodation can help.

The timeline varies depending on the request and the complexity of the accommodation. Employers should respond promptly and engage in an interactive process to determine an effective solution.

An employer can deny a request if it poses an undue hardship, meaning it is excessively costly or disruptive. However, they must explore alternative solutions before rejecting a request outright.

If an accommodation is ineffective, employees should communicate with their supervisor or OAS to discuss modifications or alternative solutions.

Yes. Employers must keep medical and accommodation-related information confidential and share it only with those directly involved in implementing the accommodation.

No. It is illegal for an employer to retaliate against an employee for requesting or using accommodations.