If you have a disability, both federal and California law give you the right to request reasonable accommodations at work. But what counts as “reasonable”? How do you know if your employer is meeting their legal obligations or simply offering the bare minimum?
Understanding what makes an accommodation reasonable under the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA) is essential for protecting your rights. At Lawless, Lawless & McGrath, our San Francisco disability discrimination attorneys help employees across California evaluate workplace accommodations, challenge unlawful denials, and take action when employers refuse to comply with the law.
What Is a Reasonable Accommodation?
A reasonable accommodation is any change to your job, schedule, or work environment that allows you to perform the essential functions of your position. Accommodations are not “special treatment”; they are legally required adjustments that enable equal access to work.
Common examples include:
- Modified work schedules or remote work
- Assistive technology (e.g., screen readers, speech-to-text software)
- Ergonomic equipment or workstation adjustments
- Light-duty assignments or lifting restrictions
- Reassignment to a vacant position
- Additional breaks for medical needs
- Finite leave of absence for treatment or recovery
Under FEHA, which is more protective than the ADA, employers must consider a wider range of accommodations and engage in a more collaborative process.
The Legal Standard for “Reasonableness”
An accommodation is considered reasonable if:
- It enables you to perform essential job functions, and
- It does not place an undue hardship on the employer.
“Undue hardship” is a high bar. Employers cannot deny accommodations simply because they are inconvenient or require effort. They must show significant difficulty or expense, such as major operational disruption or substantial financial burden.
Large employers generally have a harder time proving undue hardship than small businesses.
How to Evaluate Whether Your Accommodation Is Reasonable
Determining whether an accommodation is reasonable depends on your job duties, limitations, and the nature of the workplace. Here are key questions to ask:
Does the accommodation actually address your medical limitation?
For example, if you request a modified schedule due to a medical condition but your employer offers an ergonomic chair instead, that is not reasonable because it does not solve the issue.
Does the accommodation allow you to perform your essential job functions?
If the accommodation still leaves you unable to meet your core duties, the employer may need to explore alternatives.
Was the accommodation chosen through a meaningful discussion?
Both ADA and FEHA require employers to engage in the interactive process, which is a good-faith dialogue to identify effective accommodations. If your employer ignores your suggestions, refuses to talk, or makes unilateral decisions, that may violate the law.
Does the employer offer alternatives if your first choice is not feasible?
The law does not guarantee your preferred accommodation, but your employer must explore options and provide something effective.
Has the employer denied the accommodation without proper justification?
Blanket refusals, unsupported claims of “undue hardship,” or statements like “we don’t do that here” may violate disability laws.
Examples of Reasonable Accommodations
To help you assess your situation, here are accommodations courts frequently deem reasonable:
Remote or Hybrid Work
If your essential job tasks can be done remotely and remote work does not fundamentally alter operations, employers must consider it.
Modified Schedules
Later start times, shorter shifts, or flexible hours are often reasonable when related to medical treatment or limitations.
Extended Medical Leave
A finite leave of absence can be a reasonable accommodation. It is important to note that under California law, an indefinite leave of absence is unreasonable, so your leave should always have a projected end date.
Ergonomic Adjustments
Standing desks, specialized chairs, or equipment modifications are nearly always considered reasonable.
Temporary Reassignment
If your job duties cannot be performed due to medical restrictions, reassignment to a vacant comparable position may be required.
When an Accommodation Is Not Reasonable
Not all requests are guaranteed. An accommodation may be legally unreasonable if it would:
- Remove essential job functions entirely
- Create significant safety risks
- Require the employer to create a new position
- Cause major financial or operational hardship
Even in these situations, the employer must still engage in dialogue and consider alternatives rather than simply deny the request outright.
Warning Signs Your Employer Is Acting Unlawfully
Contact an attorney if your employer:
- Rejects your request without explanation
- Refuses to consider documentation from your healthcare provider
- Offers an ineffective or irrelevant accommodation
- Delays the process unnecessarily
- Punishes you for requesting an accommodation
- Claims “undue hardship” without evidence
These actions may violate ADA, FEHA, or both.
Why Legal Guidance Matters
Reasonable accommodation disputes often hinge on medical details, job descriptions, and employer behavior. What seems reasonable to you may be framed differently by an employer trying to avoid adjustments.
At Lawless, Lawless & McGrath, we help employees understand their rights, challenge unlawful denials, and secure accommodations that genuinely allow them to work safely and effectively.
Protecting Your Right to Work Without Barriers
If you believe your employer is denying a reasonable accommodation or offering one that does not actually help, you do not have to navigate this alone. Contact Lawless, Lawless & McGrath for a confidential consultation. We will evaluate your situation, explain your options, and help ensure your workplace complies with the law.
Your health and livelihood matter. The law requires your employer to support both.