Remote Work Accommodations Under the ADA: What Employees Should Know
Remote work can be a reasonable accommodation in some jobs. Learn how ADA requests are evaluated and what evidence helps employees.
Remote Work Can Be Reasonable in Some Jobs
The ADA does not make remote work automatic, but it can be a reasonable accommodation when it allows a qualified employee to perform essential job functions without undue hardship. The analysis is highly fact-specific.
Essential Functions Drive the Analysis
Employers may consider which tasks truly require on-site presence. A written job description matters, but actual practice matters too. If the company allowed remote work before, that history can help show feasibility.
How to Make a Strong Request
Explain the medical limitation, identify the requested remote-work arrangement, and describe how essential tasks can still be completed. You usually do not need to disclose every diagnosis detail, but medical support may be appropriate.
Alternatives May Be Discussed
The ADA interactive process may include hybrid schedules, modified duties, equipment, workspace changes, adjusted hours, or leave. A refusal to discuss options can be a red flag.
What to Preserve
Save prior remote-work approvals, productivity records, job descriptions, medical notes, emails, denial reasons, and any discipline after the request. Get a free consult if a denial leads to lost pay, leave pressure, or termination.
Think You Have a Case?
This article is for informational purposes. For advice specific to your situation, get a free consult with an experienced employment attorney.
Get Your Free Consult