ritten by Eric Shore, a disability and injury lawyer at the Law Offices of Eric A. Shore.
Under the 2026 ADA, a reasonable accommodation is a practical change at work that helps a qualified employee with a disability perform the essential parts of their job without creating an undue hardship for the employer. It does not have to be perfect, and it does not have to be the employee’s first choice. If asking feels uncomfortable, that reaction is normal, but the law allows and expects these conversations.
What does a reasonable accommodation actually mean?
Reasonable does not mean ideal. It means workable in the real world.
A request is not reasonable just because it works for you or because your doctor recommends it. A doctor’s opinion matters, but it does not control the outcome. The accommodation has to work within the job and the employer’s operations. Many situations involve back and forth. An employee may need one thing, and the employer may push for something different. That give and take is often how accommodations are actually resolved.
A reasonable accommodation is usually a change to:
- how the work is done
- when the work is done
- where the work is done
- what tools or supports are used
The ADA is not about special treatment. It is about equal access to the job.
What counts as a disability for ADA accommodations?
For ADA purposes, a disability is a physical or mental impairment that substantially limits a major life activity. This can include walking, lifting, seeing, hearing, sleeping, concentrating, or interacting with others.
You do not need to be unable to work. Many people who qualify are still working. They just need the job adjusted so they can keep working safely.
What is the difference between essential duties and non essential duties?
This is where many requests succeed or fail.
Essential duties are the core tasks the job exists to perform. The ADA usually does not require an employer to remove an essential duty.
Non essential duties are tasks that can be shifted or adjusted without changing the nature of the job.
If a request removes the core of the job, it is more likely to be denied. If it helps someone perform the core of the job, it is more likely to be taken seriously.
What are common examples of reasonable accommodations under the 2026 ADA?
There is no single list that fits every workplace. In practice, accommodations are often practical and simple.
Common examples include:
- a modified schedule
- additional or more frequent breaks
- a later start time due to medication side effects
- ergonomic equipment or assistive technology
- a quieter workspace or fewer interruptions
- written instructions instead of only verbal directions
- a temporary light duty arrangement if the employer offers light duty
- remote work if the job can truly be done remotely
- a finite medical leave that helps the employee return
- reassignment to a vacant position the employee is qualified for if the current job cannot be done even with changes
For a broader explanation of disability discrimination and accommodations, the firm outlines this here:
https://www.1800CANTWORK.com/employment-law/disability-discrimination
What accommodations are usually not required?
Some requests feel reasonable, but the ADA does not require everything.
Employers usually do not have to:
- remove essential job duties
- create a new position
- lower quality or production standards
- provide personal items like eyeglasses or hearing aids
- approve an open ended leave with no expected return plan
A denial is not always the end. It often means a different approach is needed.
What is undue hardship and why does it matter?
Undue hardship means significant difficulty or expense for the employer, considering its size and how the business operates.
Some employers use the phrase too quickly. Others have real operational concerns. The key point is simple. The employer should be able to explain the problem, not just label it.
The law expects an interactive process. If one option does not work, the next question should be what else might.
Do you need to say the words reasonable accommodation to trigger the 2026 ADA?
No. There are no magic words.
An employee does need to clearly communicate:
- that there is a medical condition or impairment
- that a change at work is needed because of it
Putting the request in writing helps. Documentation matters if there is a dispute later.
What medical information can an employer ask for?
An employer can usually ask for enough information to understand:
• that a covered condition exists
• what work limitations it causes
• what kinds of changes could help
They usually do not need full medical records. Short, specific notes focused on restrictions are often the most effective.
What goes wrong in real accommodation requests?
Most problems are not about the law. They are about timing and proof.
Common issues include:
• waiting until performance problems build up
• asking for vague changes like less stress
• requesting removal of a core duty
• relying on verbal conversations with no follow up
• failing to suggest any workable alternatives
At the Law Offices of Eric A. Shore, this pattern appears often. People blame themselves. In reality, the job setup and the person’s medical limits no longer match, and no one documented that mismatch early.
What if the disability started with an injury?
This is extremely common. Many people who need accommodations were injured in a serious accident or developed a new illness that changed what their body can tolerate at work.
As a disability and injury lawyer, this overlap shows up constantly. After a serious injury or new medical condition, many clients want to keep working, but they cannot do their job the same way they did before.
Back injuries are one of the most common examples. A person may be capable of working, but standing for an entire shift causes pain, spasms, or numbness. The issue is not effort. It is physical limitation.
In those situations, the firm often works with its employment law department to request a reasonable accommodation under the ADA so the client can keep working.
The ADA does not care how the condition started. It focuses on how the condition limits major life activities and whether a practical change would allow the employee to perform the essential duties of the job.
What if the employer says no or ignores the request?
If a request is denied, ask for the reason in writing. Then ask whether other options could work.
If the employer ignores the request, follow up in writing and keep copies. If discipline or termination follows shortly after, timing can matter.
If working is no longer possible even with accommodations, that happens too. At that point, job protected leave, short term disability, or longer term disability planning may need to be considered. The ADA is meant to keep people working when realistic. It is not a guarantee that every job can be reshaped.
FAQ
What is the simplest meaning of a reasonable accommodation?
A work related change that helps someone perform the essential parts of their job without creating undue hardship.
Does an employer have to approve the exact accommodation requested?
No. The employer can offer a different accommodation if it works.
Can remote work be a reasonable accommodation under the 2026 ADA?
Sometimes. It depends on whether the essential duties can truly be done remotely.
Can a leave of absence be a reasonable accommodation?
Yes, if it is for a defined period and helps the employee return. Open ended leave is harder to support.
Do employees have to disclose their diagnosis?
Usually no. The focus can stay on limitations and needed changes, with basic medical support if requested.
What should someone do if an employer ignores the request?
Follow up in writing, keep copies, and document dates.
If health limits have changed, the law is not asking anyone to push through at any cost. It asks whether a practical adjustment could allow someone to safely perform the core of their job. When that balance breaks down, documentation and timing matter more than most people realize.
Eric Shore focuses his practice on serious injury and disability cases where health problems interfere with the ability to work. The Law Offices of Eric A. Shore represents people who have been seriously injured and those who cannot work due to injury or disability.
Published: January 12, 2026
