In California, employers must make changes at work to help employees with disabilities do their jobs. These changes, called reasonable accommodations, help workers without causing major problems for the employer. Knowing what counts as a reasonable accommodation can help both workers and employers follow the law.
What is a reasonable accommodation?
A reasonable accommodation is any change to a job, workplace, or hiring process that helps a person with a disability do their job. Examples include changing work schedules, providing needed equipment, or making the workplace easier to access. Employers must consider these requests unless they can prove it would be too difficult or expensive.
How does California law define reasonable accommodation?
California’s Fair Employment and Housing Act (FEHA) says that employers with five or more workers must provide accommodations for people with physical or mental disabilities. The law covers many conditions, such as long-term illnesses, mobility issues, and mental health disorders. Employers must work with employees to find the right solution.
What are examples of reasonable accommodations?
Accommodations depend on the worker’s needs and job duties. Common examples include different desks or chairs, flexible work hours, remote work, and providing sign language interpreters. Sometimes, if a worker cannot do their original job, they may be moved to a different open position.
When can an employer deny an accommodation request?
Employers can say no to an accommodation if it causes serious financial or operational problems. They must show proof that the request is unreasonable, such as being too expensive or making it too hard to run the business. However, they should try to find other solutions first.
Providing reasonable accommodations makes workplaces fair for everyone and helps businesses follow California law. Employees should explain what they need, and employers should listen and try to help.
