The employer doesn’t have to grant the particular accommodation an employee requests, as long as the employer works with the employee to find an effective accommodation.For example, if an employee requests a very expensive accommodation, the employer may provide a less costly solution, as long as it allows the employee to perform the job.
Time off work may also be a reasonable accommodation.
However, the ADA doesn’t require employers to give unlimited leave to someone with a disability.
Employers are required to make reasonable accommodations to allow employees with disabilities to do their jobs.
Only qualified employees with disabilities are entitled to accommodation.
An employee is qualified if: A reasonable accommodation is assistance (technological or otherwise) or a change to the workplace or job that allows the employee to perform its essential functions.
Examples include providing voice-recognition software for an employee with carpal tunnel syndrome; altering the height of a desk for an employee in a wheelchair; providing a distraction-free environment for an employee with attention deficit disorder; or allowing a diabetic employee to take more frequent breaks to eat, drink, take medication, or test blood sugar levels.
Once an employee requests an accommodation, the employer and the employee must talk and work together to see whether a reasonable accommodation is possible.
The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to help employees with disabilities perform their jobs.
Not every employee is entitled to an accommodation, however.