The ADA Accommodation Process: Getting the Interactive Dialogue Right

When an employee requests an accommodation for a disability, the law expects a genuine, good faith conversation about how to help them do their job. This interactive process is where most ADA claims are won or lost.

Recognize a request

An accommodation request does not require magic words or formal paperwork. When an employee mentions a medical condition affecting their work, that can trigger your obligation. Training managers to recognize these moments prevents accidental violations.

Engage in good faith

The interactive process means genuinely exploring options together, not looking for reasons to say no. Consider the specific limitations, discuss possible adjustments, and document the conversation. A reasonable, documented dialogue is your strongest defense.

Undue hardship is a high bar

You can decline an accommodation that creates a true undue hardship, but that standard is demanding and fact specific. Before refusing, make sure you have explored alternatives and can clearly justify the decision.

Key Takeaway

The ADA is about the process as much as the outcome. Recognize requests, engage genuinely, and document the dialogue to stay compliant and treat people well.