What does the Americans with Disabilities Act (ADA) require from employers?

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for qualified individuals with disabilities. This means that when an employee or job applicant has a disability, the employer must make adjustments or modifications to the work environment, job duties, or work practices to enable the individual to perform the essential functions of their job. The aim of this requirement is to ensure that individuals with disabilities have equal employment opportunities and can participate fully in the workforce.

The concept of "reasonable accommodation" can vary depending on the specific circumstances and needs of the employee, ranging from physical modifications to the workplace, to flexible work schedules, or even providing specialized equipment. Employers are encouraged to engage in an interactive process with the employee to determine what accommodations are necessary and effective.

This approach aligns with the ADA's broader goal of preventing discrimination based on disability and promoting inclusivity in the workplace. Given that other options do not accurately reflect the provisions of the ADA—such as mandating specific hiring quotas, requiring disability training, or increasing wages for disabled employees—the requirement for reasonable accommodations stands out as the core obligation of employers under the ADA.