Workplace accommodations are adjustments to jobs, work environments, or work practices that enable disabled people to do their jobs. They're a legal right in most countries, and they work—studies consistently show accommodations are low-cost and effective.
This page centers disabled workers' expertise on requesting and getting accommodations.
Workplace accommodations are changes that remove barriers for disabled workers without changing the essential functions of a job.
Schedule flexibility:
- Flexible start/end times
- Part-time or reduced hours
- Modified break schedule
- Leave for medical appointments
- Telecommuting/remote work
Physical workspace:
- Ergonomic equipment (chairs, desks, keyboards)
- Accessible workstation location
- Private space for medical needs
- Temperature or lighting adjustments
- Quiet work environment
Technology:
- Screen readers or magnification
- Speech-to-text software
- Captioning for meetings
- Assistive hardware
- Accessible software
Job modifications:
- Restructured job duties
- Modified training materials
- Written instructions
- Extra time for learning
- Job coaching
Communication:
- Sign language interpreters
- Real-time captioning (CART)
- Written communication
- Clear, direct feedback
Other:
- Service animal or emotional support animal
- Modified dress code (for medical equipment, sensory needs)
- Work from home
- Job transfer to vacant position
Most countries require employers to provide reasonable accommodations:
United States: ADA (employers with 15+ employees), Section 504 (federal contractors and recipients of federal funds), state laws (often cover smaller employers)
United Kingdom: Equality Act 2010 (all employers)
Canada: Canadian Human Rights Act, provincial human rights codes
Australia: Disability Discrimination Act
European Union: Employment Equality Directive, national laws
"Reasonable" doesn't mean minimal. Accommodations must actually work. Employers can only deny accommodations if they cause "undue hardship"—significant difficulty or expense relative to the employer's size and resources.
Accommodations don't have to:
- Eliminate essential job functions
- Create new positions
- Lower production or performance standards (though they can change how standards are met)
- Provide personal use items (though work-use items are covered)
You can request accommodations:
- During hiring/application
- When starting a new job
- When your disability changes
- When job duties change
- Any time you need them
You don't have to disclose during the application process, but you can if you need accommodations for interviews.
You don't need magic words. You don't have to say "accommodation" or "ADA." Any communication that lets the employer know you need an adjustment because of a medical condition or disability counts as a request.
In writing is better:
- Creates documentation
- Clear record of what you requested
- Harder to ignore
Example language:
"I have [condition/disability] that affects my ability to [specific task]. I'm requesting [specific accommodation] to help me perform my job effectively."
Or more simply:
"I have a medical condition that makes it difficult to [task]. I'd like to discuss adjustments that would help."
After you request, the employer should engage in an "interactive process":
- Discuss your needs: What barriers are you experiencing?
- Identify possible accommodations: There may be multiple solutions
- Consider effectiveness: Will the accommodation work?
- Implement the accommodation: Put it in place
- Follow up: Is it working? Adjust if needed
This should be a collaborative conversation, not an adversarial one.
Employers can request documentation:
- Confirmation you have a disability
- Explanation of how it affects your work
- Why specific accommodation is needed
Employers cannot request:
- Your complete medical records
- Specific diagnosis (unless relevant to accommodation)
- Information about unrelated conditions
- Ask for the reason in writing
- Propose alternatives: There may be other solutions
- Escalate internally: HR, supervisor's manager
- File a complaint: EEOC (US), human rights commission (other countries)
- Seek legal help: Disability rights attorneys, protection and advocacy organizations
Whether to disclose your disability is your decision. Consider:
Reasons to disclose:
- You need accommodations
- Your disability is visible
- You want to be open about your identity
- You're having performance issues accommodation could resolve
Reasons not to disclose:
- You don't need accommodations
- Concern about discrimination
- Privacy preference
- Disability doesn't affect work
If you choose to disclose:
- During application: Only if you need accommodation for the interview
- After job offer: Common time to request accommodations
- Once employed: Can request accommodations at any time
- Never: If you don't need accommodations
You only need to tell the people who need to know:
- HR (for official accommodation requests)
- Your supervisor (if they need to implement accommodations)
- You don't have to tell coworkers (though you can choose to)
Employers should keep disability information confidential and separate from general personnel files.
¶ Mobility and Physical Disabilities
- Accessible workstation
- Ergonomic equipment
- Flexible scheduling for fatigue or appointments
- Remote work
- Parking accommodations
- Modified duties
¶ Deaf and Hard of Hearing
- Sign language interpreters
- Real-time captioning (CART)
- Visual alerts
- Written communication preferences
- Captioned phone or video relay
- Quiet workspace
¶ Blind and Low Vision
- Screen readers
- Screen magnification
- Accessible documents and websites
- Reader/scribe for certain tasks
- Large print materials
- Orientation to workspace
- Flexible scheduling
- Remote work options
- Leave for flares or treatment
- Modified break schedule
- Temperature adjustments
- Reduced hours during flares
- Flexible scheduling
- Work from home options
- Quiet workspace
- Clear expectations and feedback
- Leave for appointments
- Modified supervision style
- Written instructions
- Quiet workspace
- Flexible scheduling
- Clear, direct communication
- Noise-reducing headphones
- Modified lighting
- Structured feedback
- Written instructions
- Extended time for training
- Text-to-speech tools
- Alternative formats for materials
- Job coaching
- Modified testing for training
Instead of: "I need help with my workload"
Try: "I need tasks in written form rather than verbal instructions because of my auditory processing disorder"
Explain what you need in terms of what helps you work:
- "I work best with..."
- "I need X to complete Y effectively"
- "This accommodation will help me..."
- Check in after accommodation is implemented
- Adjust if it's not working
- Document that you're using the accommodation
- Address problems early
- Accommodations can't be used against you
- Retaliation for requesting is illegal
- You don't have to accept accommodations that don't work
- You can request changes or alternatives
Good workplaces go beyond legal requirements:
- Create inclusive culture
- Normalize accommodation
- Train managers on accommodation
- Include disability in DEI efforts
Connect with:
- Employee resource groups for disabled employees
- Other disabled workers
- Disability organizations for workplace support
This is common. Remember: accommodations are your legal right. Start with a simple request. Prepare what you want to say. Consider putting it in writing. You can involve HR if you're uncomfortable talking to your supervisor directly.
Ask for the reason in writing. Propose alternatives. Know that employers must show "undue hardship" to deny—it's not enough for them to just say no. Consider filing a complaint if it's truly unreasonable.
Document each incident. Remind in writing. Escalate to HR. This may be retaliation or discrimination—track the pattern.
This is a legitimate concern—discrimination happens despite being illegal. Weigh your specific situation. You might disclose only to HR for accommodations. You can't be legally penalized for requesting accommodations.
Research common accommodations for your condition. Consult with Job Accommodation Network (US) or similar services. Talk to other disabled people with similar experiences. Ask providers or therapists for suggestions.
- Job Accommodation Network (JAN): askjan.org (free consultation on accommodations)
- EEOC: eeoc.gov (file complaints)
- ADA National Network: adata.org
- Disability Rights organizations: Find yours at ndrn.org
- Canadian Human Rights Commission: chrc-ccdp.gc.ca
- Provincial human rights bodies
Have you navigated workplace accommodations? Have tips for requesting or getting accommodations to work?
Share your knowledge: Contribution Form
We especially welcome:
- Accommodation ideas for specific situations
- Strategies for the interactive process
- Country-specific information
- Stories of what worked
This page centers disabled workers' expertise. Accommodations are a right, not a favor—and they benefit everyone.
Last updated: November 2025