✶ Before You Request

Requesting accommodations is not begging for special treatment. It is asking for the tools you need to do your job safely and effectively. The ADA protects your right to ask.

Before you make the request, gather a few things:

  • A short list of the tasks you struggle with
  • A list of accommodations that would help
  • Any medical documentation you already have
  • A simple explanation of your condition

You do not need to disclose your full medical history. You only need to explain how your condition affects your job.

✶ How to Request Accommodations

You can request accommodations verbally or in writing. Written requests are easier to track and harder for employers to ignore.

Basic structure of a request:

  • State that you are requesting accommodations under the ADA
  • Briefly describe your condition
  • Explain how it affects your job tasks
  • List the accommodations you need
  • Ask for a meeting to discuss next steps

You do not need to use legal language. You do not need to sound formal. You only need to be clear.

✶ Common Accommodations

These are examples of accommodations many disabled workers request:

  • Flexible scheduling
  • Remote work
  • Reduced physical tasks
  • Extra breaks
  • Modified equipment
  • Quiet workspace
  • Written instructions
  • Ergonomic seating

You can request anything that helps you perform your job, as long as it is reasonable.

✶ Medical Documentation

Employers can ask for documentation, but they cannot ask for your entire medical history. They only need enough information to understand your limitations and the accommodations you need.

  • A short letter from your doctor
  • A diagnosis or description of symptoms
  • A list of functional limitations
  • A note explaining why accommodations are needed

You do not need to provide test results, scans, or detailed records unless you want to.

✶ If Your Employer Pushes Back

Some employers misunderstand the ADA. Some ignore it. Some pretend accommodations are optional.

If you face resistance:

  • Stay calm and restate your request
  • Ask for the decision in writing
  • Request a meeting with HR
  • Provide updated documentation
  • Contact the EEOC if needed

You are not causing trouble. You are advocating for yourself.