Employee-side employment law
Workplace accommodation lawyers
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Did the company shut down a reasonable request?
An accommodation dispute is usually about notice, communication, and whether a workable change was available. The employee must connect a protected need to the workplace, while the employer may have a duty to evaluate reasonable options under the law that applies. Different laws govern disability, pregnancy, religion, and leave.
Facts worth a closer look
- The employer rejected a request without discussing alternatives
- A rigid full-duty or no-restrictions rule
- Medical or religious information requests were broader than the stated need
- Discipline targeted limitations or practices the employee asked to address
Records that may matter
- The request, date, recipient, and employer response
- The job description and evidence of actual essential functions
- Relevant restrictions or needs without unnecessary private detail
- Alternatives involving schedule, equipment, policy, leave, or reassignment
How the law frames it
Understanding accommodation requests
The Americans with Disabilities Act can require a covered employer to provide a reasonable accommodation to a qualified employee unless it would cause undue hardship.
The Pregnant Workers Fairness Act and Title VII's religious-accommodation rules use related but distinct standards. Leave can also implicate the Family and Medical Leave Act or state law.
State and local law can differ by employer-size threshold, protected need, required process, undue-hardship standard, documentation rules, and remedy.
Source guidance
Source reviewed July 2026
How location affects your case
This page is general educational information, not legal advice. The cited federal sources establish a starting point. Coverage, defenses, procedures, and deadlines can change under state or local law and depend on the employer, forum, claim, and facts.
Employee-side experience
David Manes
An employee-side employment litigator and law firm founder focused on sexual harassment and workplace discrimination who has overseen more than 3,500 matters since 2013.
Experience and credentialsAn inquiry does not guarantee assignment to a particular attorney.
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