ADA Reasonable Accommodation Tracker

Walk through the interactive process for handling accommodation requests under the ADA.

⚠ Disclaimer: This tool is for informational purposes only and does not constitute legal advice. Consult a qualified attorney or HR professional for guidance specific to your situation.

Overall: 0 of 22 items

Stage 1: Request Received

An employee (or someone on their behalf) has communicated a need for a change at work due to a medical condition. Note: the employee does not need to use the words 'reasonable accommodation' or cite the ADA.

Acknowledge the request promptly (ideally within 1-2 business days)

Document the date received, who made the request, and the nature of the request.

Identify the limitation(s) the employee is experiencing

The employee does not need to disclose a specific diagnosis. Focus on functional limitations.

Request medical documentation if the disability or need is not obvious

You may ask for documentation confirming the disability and explaining functional limitations. Do NOT request full medical records.

Initiate the interactive process in good faith

This is a collaborative dialogue between employer and employee. Both parties must participate.