- Individuals with Disabilities
- Pregnancy
- Religious Beliefs and Practices
Employees are entitled to reasonable accommodations under the Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act (PWFA), Title VII of the Civil Rights Act of 1964 and other relevant laws.
Reasonable accommodations are modifications or adjustments to the work environment that enable qualified employees to perform their job duties effectively and retain their employment. Accommodations can include changes to work schedules, modifications of equipment, accessible facilities, or job restructuring. Employers are required to provide reasonable accommodations unless doing so would cause undue hardship, meaning significant difficulty or expense.
If you are an employee seeking reasonable accommodations, we can help you understand your rights under the ADA or other relevant laws. We can assist in navigating the interactive process with employers and ensure that requests are handled promptly and fairly. If your request for accommodation has been denied or you face retaliation for making such a request, we can advise on the necessary steps you must take to preserve your rights, which includes filing a complaint with the Equal Employment Opportunity Commission (EEOC) or a state agency. We advocate for your rights, ensuring that your employer complies with legal obligations and that you receive the necessary accommodations to succeed in your role.
Contact us today to schedule a consultation and learn more about how we can assist you with reasonable accommodation issues.
Frequently Asked Questions About Reasonable Accommodations in the Workplace
Disability Accommodations
What laws protect workers with disabilities?
- The Americans with Disabilities Act (ADA)
- The Florida Civil Rights Act (FCRA)
What qualifies as a disability under the ADA or FCRA?
A disability is a physical or mental impairment that substantially limits one or more major life activities. It can include conditions like diabetes, anxiety, mobility impairments, cancer, and others.
What is a reasonable accommodation?
A reasonable accommodation is a change to the work environment or job process that allows a person with a disability to perform the essential functions of their job. A reasonable accommodation cannot impose an undue burden on the employer. Examples include:
- Modified work schedules
- Physical adjustments (e.g., ramps, ergonomic desks)
- Leave for treatment or recovery
- Remote work
- Assistive technology
How do I request an accommodation?
You do not need to use legal terms or magic words. Simply tell your employer you need help at work due to a medical condition. The employer must then engage in an interactive process to explore accommodations.
Employers are not required to remove essential job functions or provide accommodations that cause undue hardship.
Can my employer ask for medical documentation?
Yes, your employer may request documentation to confirm the disability and the need for accommodation.
Pregnancy Accommodations
What laws protect pregnant workers?
- The Pregnant Workers Fairness Act (PWFA) requires reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions.
- The Pregnancy Discrimination Act (PDA) prohibits treating pregnancy worse than other similar health conditions.
- The Americans with Disabilities Act (ADA) protects workers with a disability and requires covered employers to provide reasonable accommodations. While pregnancy itself is not a disability, pregnancy-related impairments can sometimes rise to the level of a disability, such as pre-eclampsia or gestational diabetes.
- The Florida Civil Rights Act (FCRA) offers similar protections as the ADA and also prohibits disability discrimination.
What kinds of accommodations might be available for pregnancy?
A reasonable accommodation for pregnancy or a pregnancy-related impairment can include:
- More frequent breaks
- Light duty
- Telework
- Modified schedules
- Seating or lifting restrictions
- Temporary reassignment
Can my employer fire me or cut my hours because I’m pregnant?
No. Firing, demoting, or retaliating against someone because of pregnancy or a related condition is illegal under both federal and Florida law.
Religious Accommodations
What laws protect employees who need religious accommodations?
- Title VII of the Civil Rights Act prohibits discrimination against employees for sincerely held beliefs, and also requires employers to reasonably accommodate employees’ religious practices unless doing so causes undue hardship.
- The Florida Civil Rights Act offers similar protections.
What are common religious accommodations?
Employers are required to provide reasonable accommodations for an employee’s sincerely held religious beliefs, practices, or observances, unless doing so would impose an undue hardship on the employer. A reasonable accommodation can include:
- Schedule changes: Allowing an employee to take time off for religious holidays, prayer, or Sabbath observance.
- Voluntary shift swaps: Permitting employees to trade shifts to accommodate religious needs.
- Dress and grooming exceptions: Allowing religious clothing (e.g., hijabs, turbans) or beards, even if company policy normally prohibits them.
- Prayer breaks: Allowing brief breaks during the workday for prayer or religious observance.
- Excusal from religiously objectionable tasks: In some cases, excusing employees from tasks that conflict with their beliefs (e.g., refusing to handle certain products or participate in holiday events).
Does the employer have to grant every request for religious accommodation?
Maybe not every request you can imagine. However, an employer can deny a religious accommodation only if it would impose a substantial increased cost or burden on business operations, not just a minimal inconvenience.
How should I request a religious accommodation?
Tell your employer you need a change at work because of a sincerely held religious belief. You may be asked for clarification, but your belief does not need to align with a formal religion or majority practice. Your employer must engage in a good faith, interactive process to evaluate the request.
