![]() If, for example, an employee says “I’m having trouble performing my job due to my medical situation,” that would be enough to require the employer to initiate the interactive process. The employer must be aware that much vaguer statements can be enough to place the ADA in the picture. Importantly, a job candidate or employee is not required to expressly ask for assistance under the ADA. You only have to make these changes where you know, or could reasonably be expected to know, that a job applicant or existing employee is disabled within the meaning of the Americans with Disability Act (ADA). Your selection processes must be capable of responding to actions either requested by or required for applicants with disabilities who may need reasonable accommodation(s) to be made. Accommodations can be required at every stage, from job design, interview and assessment, through to making an offer, assisting an employee to do his or her work and decisions over the retention of existing employees. Reasonable accommodations are changes you need to implement or actions you need to take to prevent an employee or candidate with a disability from being at a disadvantage, whether by virtue of a physical feature of your premises (such as full access to the facilities or access to accessible online employment applications) or where people with a disability need reasonable assistance to perform the essential functions of their jobs (or to apply for a job). ![]() ![]() ![]() The Americans with Disabilities Act imposes a duty to make “ reasonable accommodations” for people with disabilities. Reasonable Accommodations - Guidance for US Employers and Recruiters What is a Reasonable Accommodation? ![]()
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