Employees with disabilities often encounter barriers that make it difficult to perform their jobs effectively. That’s why the law requires reasonable accommodations—adjustments or modifications that allow employees with disabilities to do their jobs despite restrictions. While some employers may consider accommodations inconvenient, they foster inclusivity, productivity, and legal compliance. Without them, many capable employees would be unfairly excluded from the workforce.
What Are Reasonable Accommodations?
Reasonable accommodations are modifications that help employees with disabilities perform their essential job functions. These adjustments exist because employment laws recognize that equal opportunity means more than treating everyone equally— ensuring that every qualified worker has the tools they need to succeed. In California, these protections are even stronger under the Fair Employment and Housing Act (FEHA), which provides broader coverage than federal laws like the Americans with Disabilities Act (ADA).
Accommodations depend on the employee’s needs and the nature of the job. Some may involve physical modifications, such as installing ramps or providing ergonomic workstations. Others may include changes to work schedules, remote work arrangements, or assistive technologies like speech-to-text software. In some cases, job restructuring or temporary reassignment to a different position may be necessary to ensure an employee can continue working. Employers should also consider offering additional training or support to help employees transition smoothly into roles where accommodations are being implemented.
Employers must grant reasonable accommodations unless they prove that doing so would cause undue hardship. This argument is often difficult to substantiate, especially for larger companies with ample resources. Denying an accommodation without thorough consideration risks legal consequences and can result in losing valuable talent.
How Accommodations Relate to the Interactive Process
The interactive process is a structured conversation between an employer and an employee to determine reasonable and practical accommodations. It should be viewed as an ongoing conversation that ensures employees receive the support they need. The process begins when an employee requests an accommodation, although it doesn’t require any “magic” words—an employee expressing that they need assistance due to a medical condition is enough to trigger the employer’s obligation.
From there, the employer must evaluate the request in good faith. This may involve reviewing medical documentation, considering various accommodation options, and discussing alternatives if the first proposal isn’t feasible. Employers should engage in an open discussion, listening to the employee’s concerns and limitations while sharing any constraints that may impact implementation. If an employer rejects an accommodation, they must offer legitimate reasons and explore alternative solutions rather than outright denying the request.
Employers who refuse to engage in the interactive process, delay unnecessarily, or deny accommodations without justification can face serious legal consequences. Failing to act in good faith can be discrimination under federal and state laws. It is a good practice for employees to document all requests, responses, and discussions in order to protect their rights and to ensure accountability. An interactive process in which both parties participate benefits the employee as well as the employer, creating a cooperative work environment in which every worker’s contribution is valued and a fair environment in which workers with disabilities are given the help they need to be able to perform the essential functions of their jobs.
Taking Steps To Protect Yourself
Workplace rights don’t enforce themselves—employees who encounter resistance or outright denial of reasonable accommodations may need further action. Legal remedies are available if an employer fails to comply with the law. No employee should have to choose between their job and their health. If you believe your rights have been violated, schedule a free consultation with us so we can discuss the accommodations you’re entitled to under the law.
Leonard Sansanowicz
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