ADA Reasonable Accommodations at Work

What this means for you in plain English

If you have a physical or mental condition that substantially limits a major life activity — including conditions like ADHD, autism spectrum disorder, anxiety, depression, dyslexia, and chronic fatigue — you are likely covered by the Americans with Disabilities Act (ADA). That means your employer (with 15+ employees) must provide reasonable accommodations to help you do your job, unless it would be an “undue hardship” for the employer.

You do not have to disclose your full diagnosis. You only need to tell your employer enough to establish that you have a condition and that you need some kind of adjustment.

Who is covered

The ADA covers employees at private employers with 15 or more employees, state and local governments, employment agencies, and labor unions. It applies to all aspects of employment: hiring, firing, pay, job assignments, training, and benefits.

Washington State employees may also be covered by the Washington Law Against Discrimination (WLAD), which applies to employers with 8 or more employees and is often broader. See the WLAD entry for details.

What counts as a reasonable accommodation

A reasonable accommodation is any modification to a job, work environment, or the way work is performed that helps a qualified person with a disability do the job. Common examples relevant to neurodivergent employees:

• Remote work or flexible hours
• Written instructions instead of verbal ones
• Noise-canceling headphones or a quieter workspace
• Extended deadlines for tasks requiring sustained focus
• Software tools (text-to-speech, screen readers, task management apps)
• Breaks at regular intervals
• Clear, structured feedback instead of open-ended performance reviews

The employer does not have to provide your exact preferred accommodation — just one that is effective.

How to request an accommodation

1. Notify your employer that you need an adjustment due to a medical condition. You do not have to use the words “reasonable accommodation” or mention the ADA.
2. Provide documentation if requested — typically a note from a healthcare provider confirming the condition and its functional limitations. You do not have to give the full diagnosis.
3. Engage in the interactive process — your employer is required to have a good-faith dialogue with you to identify an effective accommodation.
4. Get it in writing once agreed. Verbal agreements are valid but harder to enforce.

You can request an accommodation at any time — before, during, or after employment begins.

What your employer cannot do

• Deny an accommodation without considering it
• Retaliate against you for requesting an accommodation
• Require you to accept a less-effective accommodation without explanation
• Ask questions about your medical history beyond what is needed to evaluate your request

If something goes wrong

If your employer denies your accommodation request, refuses to engage in the interactive process, or retaliates against you for asking:

1. File an EEOC charge within 180 days of the discriminatory act (300 days in states with their own anti-discrimination agency, including Washington). See the EEOC complaint process entry.
2. Contact the Washington State Human Rights Commission at hum.wa.gov if you are in Washington — they can investigate under WLAD.
3. Consult an employment attorney. Many take disability discrimination cases on contingency.

The EEOC complaint is typically required before you can file a lawsuit under federal law.

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This entry covers federal ADA rights. Washington State employees may have additional protections under the WLAD — see that entry for details.