Who Can Request Disability Accommodations Under the Law?

If you or someone you know is living with a disability, understanding who can request an accommodation through disability is essential for protecting your rights and ensuring equal opportunity at work.

Even if your disability is not visible, you still have the right to request adjustments that allow you to perform your job safely and effectively. Small changes can make a big difference in maintaining productivity and comfort on the job.

At Keener Law, we guide clients through the process of requesting workplace disability accommodation so they can continue working safely and confidently. We help clarify your options and ensure your request is clear, documented, and in line with ADA protections.

Understanding Disability Accommodation Eligibility

Not every employee automatically qualifies for workplace adjustments, but many do. Disability accommodation eligibility generally applies to individuals who have a physical or mental impairment that substantially limits one or more major life activities. This includes mobility issues, chronic illnesses, mental health conditions, and sensory impairments. Determining eligibility requires understanding both your disability and the type of support needed to perform your job safely.

Reasonable Accommodation Under the ADA

Under the Americans with Disabilities Act (ADA), employers must provide a reasonable accommodation under ADA unless it would create an undue hardship. A reasonable accommodation is any adjustment or modification that allows an employee to perform their essential job functions. Examples include flexible scheduling, accessible workstations, adaptive equipment, or modified training procedures.

Employees Who Can Request Accommodations

Any employee with a qualifying disability has the right to ask for support. This includes full-time, part-time, and sometimes temporary employees. Employees should be aware that supervisors, HR personnel, or a designated company representative may receive these requests and are required to engage in an interactive process to find a suitable accommodation.

At Keener Law, we help clients clearly document their requests and communicate effectively to maximize the chances that their employee disability rights are fully respected.

How to Make a Request for Accommodation

To request an accommodation, start by submitting a written request to your employer. Clearly explain the nature of your disability, how it affects your job, and the specific accommodations you need. When requesting workplace disability accommodations, be concise but detailed, and keep a copy for your records. Even informal requests can sometimes trigger protections under the ADA, but written documentation strengthens your position.

Supporting Documentation

Employers may request documentation to verify your disability and the need for accommodations. This documentation can include medical records, letters from healthcare providers, or proof of a disability determination from a federal or state agency. Importantly, employers cannot demand detailed medical history beyond what is necessary to justify the accommodation. Submitting clear, professional documentation helps demonstrate disability accommodation eligibility and supports your request under ADA rules.

Examples of Common Workplace Accommodations

Accommodations vary widely depending on the employee’s condition and job requirements. Examples of reasonable accommodations include:

• Adjusting work schedules to manage medical appointments
• Providing assistive technology or ergonomic equipment
• Allowing remote work when necessary
• Modifying training materials or communication methods

Even mental health accommodations, such as quiet workspaces or additional breaks, fall under reasonable accommodation under ADA protections when needed to perform essential duties.

When Employers Can Deny a Request

Employers are not required to grant every request. A request may be denied if it imposes an undue hardship, meaning significant difficulty or expense, or if it fundamentally changes the nature of the business. However, employers must explore alternative accommodations that are reasonable and effective. Denials cannot be based on misconceptions or biases about the disability itself.

Protecting Your Employee Disability Rights

Employees should be proactive about understanding their rights. The ADA protects against retaliation, meaning you cannot be fired, demoted, or disciplined for requesting an accommodation. If you feel your employee disability rights have been violated, you may file a complaint with the Equal Employment Opportunity Commission (EEOC) or seek legal guidance. At Keener Law, we assist clients in evaluating their situation and pursuing solutions to ensure fair treatment in the workplace.

Coordinating Accommodations with Other Benefits

Sometimes, workplace accommodations overlap with other disability benefits, such as Social Security Disability or short-term disability leave. Understanding how these systems interact can help you maintain income and workplace protections. Our team at Keener Law works with employees to coordinate requests with medical documentation and benefits to ensure they are fully supported while at work.

Taking The Next Step

Knowing who can request an accommodation through disability and how to approach the process empowers employees to maintain their careers while managing their conditions. Whether you are navigating disability accommodation eligibility, exploring reasonable accommodation under ADA, or formally requesting workplace disability accommodations, clear documentation and understanding your rights are critical. If you need assistance asserting your employee disability rights or preparing a request for accommodations, the team at Keener Law is here to guide you every step of the way. Contact us today to learn more and get personalized advice tailored to your workplace situation.