A reasonable accommodation is a change to workplace rules, schedules, equipment, or duties that allows a qualified employee or applicant to perform the job or access the workplace when the law requires accommodation. In plain language, it is a practical adjustment that helps someone participate fairly without placing an undue burden on the employer.
Why It Matters
The term matters because many disability and religion disputes do not turn on termination alone. They turn on whether the employer explored workable adjustments, whether the employee communicated a need, and whether the requested change was reasonable under the circumstances.
Where It Appears
The term appears in HR requests, interactive-process communications, disability and religion claims, leave disputes, and litigation over whether an employer denied a lawful adjustment.
Practical Example
An employee with a medical condition asks to begin work an hour later so treatment can be completed each morning. The employer evaluates whether schedule changes can be made without serious operational disruption. That evaluation centers on reasonable accommodation.
How It Differs From Nearby Terms
- Discrimination focuses on unlawful adverse treatment, while reasonable accommodation focuses on required adjustments.
- Retaliation concerns punishment after a worker requests or asserts rights.
- Legal duty is the broader idea of an obligation; a reasonable accommodation is a specific type of employment-law obligation.
Related Terms
Knowledge Check
- Does every requested workplace change count as a reasonable accommodation? No. The change must be legally required, workable, and not create undue hardship under the governing standard.
- Can retaliation claims arise after an accommodation request? Yes. A worker may claim retaliation if adverse action follows the request.