Accommodations & Your Employment Rights
Your disability should not prevent you from having an equal opportunity to apply for a job, demonstrate your skills, and succeed at work.
The ADA protects qualified applicants and employees with disabilities from employment discrimination and provides protections related to reasonable accommodations. These protections apply to areas including applying for jobs, hiring, training, pay, promotions, and other employment practices.
An accommodation is a change or adjustment that can help a person with a disability participate in the hiring process or do their job successfully.
Most accommodations cost very little or nothing at all. They can be as simple as adjusting work hours, providing extra short breaks when needed, or making small changes to the work environment or the way information is provided.
Some accommodations can make the interview process easier to understand and prepare for:
Share the interview format and questions ahead of time to reduce anxiety.
Provide a map or photos of the building and, when appropriate, a picture of the interviewer.
Allow a job coach, support worker, or family member to attend when appropriate.
An interviewer can also make simple changes to help a candidate communicate what they know and can do:
Ask one question at a time and use clear, simple language.
Allow extra time for the person to process the question and respond.
Use written or visual prompts instead of only spoken questions.
Offer a working interview or practical skills demonstration instead of relying only on a traditional question-and-answer format.
Accommodations aren't just for interviews. Some people may need an accommodation to perform certain job duties or to be successful in the workplace.
Workplace accommodations can look different for everyone. They might include changes to the way information is provided, adjustments to the work environment, changes to how a task is completed, or assistive technology.
Remember: An accommodation doesn't have to be complicated or expensive. Sometimes a small change can make a big difference in helping someone learn, communicate, perform their job, and be successful at work.
Knowing what you need to be successful is an important part of self-advocacy.
An accommodation can help ensure you have an equal opportunity to participate,
demonstrate your skills, and be successful at work.
Your Employment Rights Under the ADA*
The Americans with Disabilities Act (ADA) provides important protections for qualified people with disabilities in the workplace.
These protections include the right to:
Be considered for a job based on your qualifications.
Request a reasonable accommodation when you need one.
Participate in the application and interview process with appropriate accommodations.
Perform the essential functions of your job with reasonable accommodation.
Be free from disability discrimination and harassment.
Have certain medical information kept confidential.
Be free from retaliation for asserting your rights under the ADA.
*This page provides general information about employment rights under the ADA and is not legal advice. Laws and individual circumstances can vary. For more information, visit the U.S. Equal Employment Opportunity Commission (EEOC).
How Do I Ask for an Accommodation?
If you need an accommodation to apply for a job, participate in an interview, or do your job successfully, you can ask for one. You don't need to know exactly what to call it or use special legal language. The EEOC says a request can be made verbally or in writing, and you do not have to use the words “reasonable accommodation” or mention the ADA
You can keep your request simple. You can focus on what you need rather than explaining every detail about your disability. Focus on what will help you participate in the interview or do your job successfully.
For example:
“I process information better when I have a little extra time to answer questions. Would it be possible to allow me a little extra time during the interview?”
“I learn new tasks best when someone demonstrates them for me. Could someone show me how to complete the task when I begin?”
“I have difficulty concentrating in very noisy environments. Would it be possible for me to work in a quieter area?”
“Could I have written instructions for this task so I can refer back to them while I'm learning?”
These examples are only starting points. The accommodation that works best for you will depend on your individual needs and the job.
You can request an accommodation during the application process, during an interview, after receiving a job offer, or after you begin working. You may also request an accommodation later if your needs change.
You don't necessarily have to decide everything before applying for a job. Sometimes you may not know what accommodation you need until you understand the job duties, workplace, or interview process better.
Depending on the employer, you might make your request to:
The person arranging your interview
A hiring manager
Human Resources
A supervisor
Another person designated by the employer to handle accommodation requests
If you're not sure who to ask, you can simply say:
“Who should I talk to about requesting an accommodation?”
Requesting an accommodation is often the beginning of a conversation between you and the employer. The employer may ask questions to better understand what you need and why you need it. Together, you and the employer can discuss possible solutions and determine what accommodation may be effective.
You may know exactly what accommodation works best for you, especially if you've used it before. But you don't have to have all the answers. You can ask for help figuring out what might work.
If your disability or need for an accommodation isn't obvious, an employer may sometimes request reasonable documentation about the disability and the need for an accommodation.
You know yourself best. Knowing what helps you learn, communicate, and work successfully is an important part of preparing for employment. Asking for the support you need is a strength—and an important part of self-advocacy.