Employment and Accommodations
When you feel exhausted, struggle to complete tasks, or feel pressure to work like everyone else, what do you do? Do you push forward until you’re at your limit? Ask a coworker for help, but later feel like a burden? Crash once you’re off the clock? Many people get stuck in a tiring cycle of working through struggles with no room to breathe. It could be easy to name all of the barriers in your way, but what about the solutions to remove them?
This is where accommodations come in! Accommodations are legally required
adjustments that help someone access school, work, or daily life when barriers are present. In the workplace, this could look like a change to your job function, work environment, or how you complete work tasks and fulfill expectations. For example, someone who struggles with chronic migraines may be able to use earplugs during work to help with noise sensitivity and pain triggers. Accommodations are not a way to work less or gain an unfair advantage. They are applied to remove a barrier when you need support. The same idea can apply to non-physical conditions, too! Many accommodations are available to request; however, first we should look at how you obtain an accommodation letter, a document that lists specific, approved adjustments or support services needed because of the limitations you experience at work. Often, you can request an accommodation letter from a healthcare or support provider, such as a case manager, social worker, or therapist, and they can discuss your needs. These roles may overlap in function, with some requiring degrees and some not, but each can support you as you access accommodations. Discussing your needs with a professional can feel challenging and vulnerable, so take time to explore this on your own and remember that you have the right not to list your specific condition in the letter. Instead, you can focus on the limitations your conditions cause and the tools that help alleviate them.
Start with what's bothering you from day to day, rather than leading with a diagnosis. Thoughts such as ‘I can’t concentrate in an open office’ are much more helpful in leading to a diagnosis then ‘I think I have ADHD, what do I get?’ Once you are aware of the barrier, match it to an accommodation above and get in touch with the HR of your company-- they should help you fill in the gaps.
Then, disclose to HR or your manager (whichever you feel the most comfortable with) by sending them an email, so they have something to keep record of your request. As we mentioned above, be ready with all the documentation necessary, as there is always an unfortunate chance of your employers not making it easy for you, depending on the cost and ease of your accommodation. Documentation is usually seen as a lot stronger when stating how the condition is affecting your ability to work. By law, your employer is supposed to set up a meeting to discuss options, rather than simply approving or denying. This is your opportunity to communicate specifically what you would like to have in place. Once an agreement has been reached, ask for the accommodation in writing. If your needs change or vary, or the agreed accommodation simply isn’t working very well, you can request adjustments.
Having an accommodation doesn’t mean everyone has to know about your needs. You can discuss them privately, and you don't have to disclose the reason behind every support you use. Once your letter is finalized, you can share it with your employer or Human Resources department. Sites such as the Job Accommodations Network (JAN) can help you while shaping your letter, and they have a list of legally recognized disabilities and accommodations to help you and your employer “determine effective accommodations and comply with Title I of the Americans with Disabilities Act (ADA)”. The accommodation process does not happen overnight, and your employer can deny an accommodation if it causes “undue hardship”, eliminates essential functions of a role, creates a safety risk, displaces other workers, or shifts workload to others.
However, a denial does not end the discussion, and they must then explore alternatives to your request, also known as engaging in an interactive process to find a reasonable option. The process may be delayed if you do not provide an accommodation letter or medical documentation from a professional. You can make a request on your own and keep a record of your requests, but documentation like a letter also provides written proof that you contacted your employer, prompts employers to identify a solution, and supports your claim if you later need to file a discrimination complaint or seek legal assistance after a denial.
Examples of legally acknowledged work limitations include (provided by JAN):
● Attentive/Concentration difficulties
● Sensitivity to light and/or noise
● Difficulty with planning or completing tasks
● Limitations in movement or motor skills
● Trouble processing information (whether spoken or written) Examples of workplace accommodations include (provided by JAN):
● Noise-canceling headphones to help encourage focus during work tasks and/or assist with noise sensitivity
● Labeled items or resources to assist with organization
● Using speech-to-text technology for documentation, as an alternative to writing or typing
● Provide written agendas in advance, or provide agendas in digital format to be processed by text-to-speech software
Let's look at some of the common misconceptions around seeking accommodations:
MYTH | FACT |
Requesting an accommodation will hurt how a manager sees me. | Not only are they required by law to engage in good faith, but many managers have gone through this situation numerous of times. |
My employer can deny anything that costs money. | They can only deny a request that causes genuine unnecessary hardship. They are not legally allowed to deny you simply due to cost or inconvenience. |
Once approved, my documentation is set in stone. | You can request changes anytime your needs shift-- it should be treated as an ongoing conversation. |
Only physical disabilities qualify in a workplace. | All mental health conditions and chronic illnesses are covered under the same ADA standard. |
I need a specific diagnosis to apply. | Approval is based on how the condition affects you; sometimes a letter highlighting the impact it is having on your work can be enough for an employer. |
There is a lot of variety in the tools and accommodations you can access, and using them at first may feel uncomfortable. After pushing through a process for so long, having support can initially feel like a pause in the difficulty you’ve gotten so used to. This can give you space to breathe and reflect on what this support is contributing to. You may need time to give yourself grace to adjust and settle into receiving accommodations, and as your needs may shift over time, it’s okay to communicate this with your support and update your letter as needed. You deserve support throughout all of your career. For more information, see other Alternative Access Counseling Blogs: The Americans with Disabilities Act (ADA).
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