The Americans with Disabilities Act (ADA) requires employers with 15 or more workers to provide reasonable accommodations for medical conditions. While the law does not mandate universal remote work, it requires companies to modify policies for individuals who need it. Understanding how the ADA applies to telework helps you approach the interactive process with your employer.
Defining telework as an accommodation
Under the ADA, a reasonable accommodation is any workplace change that helps an individual perform a job. If a medical condition prevents you from working on-site, telework might serve as that change. You do not need to use specific legal terms such as the ADA to start the conversation.
You need to inform your employer that a medical condition interferes with your duties and ask for a change. This request triggers a flexible discussion known as the interactive process. During this process, you and your employer will review the specific tasks required by your job to determine a path forward.
Reviewing your essential job functions
Employers determine if remote work is possible by reviewing your essential functions. These are the core tasks required for your specific role. An employer does not have to remove essential duties to let you work from home, but they may need to reassign minor tasks to someone else.
When assessing if you can perform essential functions remotely, your employer will look at several practical factors:
- Equipment needs: Whether your duties require specialized tools that only exist in the workplace
- In-person interaction: Whether the role demands face-to-face coordination with colleagues or clients
- Information access: Whether you need immediate access to physical documents stored only at the office
The evaluation of these factors determines the feasibility of your request. Even if your job involves some coordination with others, emails and phone calls often satisfy that requirement. If your core duties pass this review, you can discuss how often you need to work remotely.
Setting schedules and alternatives
Telework schedules should match the specific limitations of your condition. Some employees need to work from home full-time, while others might only need to work from home two days a week. If you have a condition that flares up without warning, an as-needed remote schedule might work best.
However, your employer does not have to grant your preferred setup. They can offer a different solution, provided it solves your medical limitations. For example, if you request remote work because a medication makes morning commutes difficult, your employer might instead adjust your office start time.
According to EEOC guidance on reasonable accommodations, a request can be denied entirely only if it creates an undue hardship. This means it causes significant difficulty or expense for the business. These rules shape how a final agreement looks and help keep the solution sustainable for both parties.
What you can do for your ADA telework request
Working from home remains a valid option under the ADA for many office-based roles. A successful request demonstrates that your essential duties can be performed in a remote environment without causing undue hardship to the company. By focusing on the methods used to complete your tasks, you can participate in the interactive process and find a workable solution.
