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Disability Accommodations

Disability Accommodations in the Workplace

Employees with disabilities may have the right to request changes in the workplace that allow them to perform their job duties.

These changes are called reasonable accommodations.

Under federal and Indiana civil rights laws, employers may be required to provide reasonable accommodations to qualified employees with disabilities when the accommodations allow the employee to perform the essential functions of their job.

Reasonable accommodations help ensure that individuals with disabilities have equal access to employment opportunities.

What Is a Reasonable Accommodation?

A reasonable accommodation is a change or adjustment to a job, work environment, or workplace policy that allows a qualified employee with a disability to perform the essential functions of their position.

Reasonable accommodations may also help employees access workplace benefits and opportunities available to other employees.

Each request should be evaluated individually based on the employee’s needs and the requirements of the job.

Examples of Reasonable Accommodations:

Reasonable accommodations may vary depending on the employee’s disability and job responsibilities.

Examples may include:

  • Modifying work schedules or break times
  • Providing assistive technology or equipment
  • Making workplace areas accessible
  • Adjusting workplace policies when necessary because of a disability
  • Allowing leave related to a disability
  • Providing interpreters or other communication assistance when needed

The appropriate accommodation will depend on the circumstances and the essential functions of the job.

When an Employee Can Request an Accommodation:

An employee may request a reasonable accommodation when a disability affects their ability to perform job duties or access workplace benefits.

Requests may occur:

* When applying for a job

* After being hired

* When a disability related need arises

A request does not need to include specific legal terms such as “reasonable accommodation.” The employee only needs to communicate that a change is needed because of a disability.

What Employers May Ask:

If a disability or need for an accommodation is not obvious, an employer may request limited documentation to confirm:

  • The employee has a disability, and
  • The accommodation is related to that disability

Documentation may come from a licensed health care professional or another reliable source familiar with the employee’s condition.

Employers generally may not require:

  • Detailed medical records
  • Disclosure of an employee’s full medical history
  • Unnecessary or excessive documentation

When an Employer May Deny an Accommodation:

An employer may deny an accommodation if the request would create an undue hardship for the business.

Undue hardship generally refers to a significant difficulty or expense based on factors such as:

  • The size of the employer
  • The resources available
  • The nature of the business operations

Employers should evaluate accommodation requests on a case-by-case basis.

If You Believe Your Employment Rights Were Violated

If you believe you experienced harassment based on a protected class, you may be able to file a discrimination complaint.

The Indiana Civil Rights Commission investigates complaints involving discrimination in employment, housing, education, credit, and public accommodations.

To learn more about filing a complaint, visit the How to File a Discrimination Complaint page.