Workplace Accommodations

Your Rights

The Americans with Disabilities Act (ADA) requires employers with 15+ employees to provide reasonable accommodations for qualified employees with disabilities, including chronic pain conditions that substantially limit major life activities.¹

Common Accommodations²

Physical Workspace

• Ergonomic chair or standing desk
• Adjusted workstation height
• Footrest, keyboard tray
• Voice recognition software
• Accessible parking

Schedule Modifications

• Flexible start/end times
• Frequent short breaks
• Modified work schedule
• Part-time options
• Leave for medical appointments

Job Modifications

• Remote work options
• Modified job duties
• Reassignment of marginal functions
• Rest area access

Requesting Accommodations³

1. Document your needs (doctor's note helpful)
2. Request in writing
3. Propose specific accommodations
4. Engage in "interactive process"
5. Follow up in writing

Tips for Success

• Focus on what you can do
• Be specific about needs
• Propose solutions, not just problems
• Keep documentation
• Know your job's essential functions

What Employers Can't Do

• Refuse to consider accommodations
• Retaliate for requesting
• Require you to accept unwanted accommodations

Resources

• Job Accommodation Network (JAN)
• EEOC guidance
• State disability rights organizations

References

1. U.S. Equal Employment Opportunity Commission. Enforcement guidance on reasonable accommodation and undue hardship under the ADA. 2002.
2. Job Accommodation Network. Accommodation and compliance: chronic pain. JAN; 2023.
3. Shaw WS, Feuerstein M, Lincoln AE, et al. Ergonomic and psychosocial factors affect daily function in workers' compensation claimants with persistent upper extremity disorders. J Occup Environ Med. 2002;44(7):606-615.