This week’s #AskHR explores Reasonable Accommodation—what it is, when to request it, and how HR supports employees through the process.
We’re covering key federal accommodation laws, hidden disabilities, when to inform your employer, and whether an employer can refuse a request. Plus, we’ll share essential resources like the Job Accommodation Network (JAN).
Every accommodation request is unique, so having an open, early conversation with HR is key to finding the right solution.
Key Federal Accommodation Laws:
Americans with Disabilities Act (ADA) – Prohibits discrimination and requires reasonable accommodations for qualified individuals with disabilities.
Rehabilitation Act of 1973 (Sections 501 & 504) – Similar to the ADA but applies to federal employees and contractors.
Pregnancy Discrimination Act (PDA) – Protects employees from discrimination due to pregnancy-related conditions and may require reasonable accommodations.
Family and Medical Leave Act (FMLA) – Provides eligible employees with unpaid leave for serious health conditions that may require accommodations upon return.
Genetic Information Nondiscrimination Act (GINA) – Prohibits discrimination based on genetic information, which may impact accommodation requests.
Resources:EEOC - U.S. Equal Employment Opportunity Commission: https://www.eeoc.govJob Accommodation Network (JAN): https://askjan.org
