Essential job functions are the fundamental duties of a position.
They are especially important when evaluating reasonable accommodation and whether a worker can perform a job with or without accommodation.
Why essential job functions matter
Accommodation law often distinguishes essential functions from marginal tasks. An employer may need to consider accommodations that help a qualified worker perform essential functions, but the analysis may differ for removing essential duties entirely.
The term helps keep the focus on what the job actually requires.
Where essential job functions appear
Essential job functions appear in job descriptions, accommodation requests, return-to-work discussions, medical restrictions, disability discrimination cases, and interactive-process records.
Evidence may include written job descriptions, actual duties, time spent on tasks, business needs, and supervisor testimony.
How it differs from nearby terms
Essential job functions are the core job duties. Reasonable accommodation is a change or adjustment that may allow those duties to be performed.
The interactive process is the discussion used to evaluate possible accommodations.
Practical example
A delivery driver’s essential functions may include safely driving a route and handling packages. The employer evaluates accommodation options by focusing on those core duties.
Related Terms
- Reasonable Accommodation
- Interactive Process
- Failure to Accommodate
- Discrimination
- Neutral Employment Policy
- Adverse Employment Action
Quick check
Question: Are essential job functions the fundamental duties of a position?
Answer: Yes. They are the core duties used in accommodation and qualification analysis.