ADA Accommodations,
demanded and delivered.
The Americans with Disabilities Act requires employers, businesses, and government agencies to provide reasonable accommodations for people with disabilities. When they refuse — our AI Legal Nerds help you fight back.
ADA Coverage — Who Must Comply
The ADA covers three major areas of public life — employment, public accommodations, and government services. Each has specific requirements and remedies.
Title I — Employment
Requires employers to provide reasonable accommodations that enable qualified employees with disabilities to perform essential job functions — unless doing so causes undue hardship.
- ✓Remote work arrangements
- ✓Modified schedules
- ✓Assistive technology
- ✓Reassignment to vacant positions
- ✓Leave of absence
Title III — Public Accommodations
Requires businesses — restaurants, hotels, theaters, retail stores, and more — to remove barriers and provide equal access to goods and services for people with disabilities.
- ✓Wheelchair ramps and accessible entrances
- ✓Accessible restrooms
- ✓Accessible parking
- ✓Service animal accommodation
- ✓Website accessibility
Title II — Government Services
Requires all state and local government programs, services, and activities to be accessible to people with disabilities — regardless of whether they receive federal funding.
- ✓Accessible courthouses and government buildings
- ✓Accessible voting and elections
- ✓Accessible public transportation
- ✓Accessible emergency services
- ✓Sign language interpreters
How to Request a Workplace Accommodation
Make a written request
Submit your accommodation request in writing to HR or your direct supervisor. Clearly state that you are requesting an accommodation under the ADA due to a disability.
Provide medical documentation
Your employer can request documentation from your healthcare provider confirming your disability and explaining the functional limitations that require accommodation.
Engage in the interactive process
The ADA requires employers to engage in a good faith interactive process to identify an effective accommodation. Document every step of this process in writing.
Escalate if denied
If your employer denies a reasonable accommodation without demonstrating undue hardship, file an EEOC charge within 180 or 300 days depending on your state. Our AI guides you through the process.
💡 What Counts as an Undue Hardship?
Employers can deny accommodations that would cause "undue hardship" — but this is a high bar. Factors considered include the cost of the accommodation, the employer's overall financial resources, and the nature of the business. Many employers incorrectly claim undue hardship to avoid their legal obligations.
Cost alone rarely constitutes undue hardship for large employers
Employer must demonstrate actual undue hardship — not just inconvenience
If one accommodation causes hardship, employer must consider alternatives
Tax credits are available to small businesses for ADA compliance costs
You have the right to a reasonable accommodation
Get expert AI guidance on requesting, negotiating, and enforcing your ADA accommodation rights in the workplace and beyond.