skip to content
Primary navigation
Man reading braille

Reasonable Accommodations

Reasonable Accommodations and Employer Compliance

Under both the Americans with Disabilities Act as Amended (ADAA) and the Minnesota Human Rights Act (MHRA), an employer with 15 or more employees has a duty to make a "reasonable accommodation" to avoid discriminating against an employee or job applicant with a physical or mental disability. Employment agencies have the same duty, as do labor organizations, who must make reasonable accommodations for union members with disabilities.

What is a reasonable accommodation?

With regard to disability, reasonable accommodation means steps which must be taken to accommodate the known physical or mental limitations of a qualified disabled person unless doing so would cause significant difficulty or expense for the employer (undue hardship). This includes, but is not limited to, (nor does it necessarily require):

  • making facilities readily accessible to and usable by people with disabilities,
  • job restructuring,
  • modified work schedules,
  • reassignment to a vacant position,
  • acquisition or modification of equipment or devices,
  • granting a leave of absence and the provision of aides on a temporary or periodic basis.

An employer is not necessarily required to furnish the accommodation preferred by a job applicant or employee, provided that the accommodation offered is effective. An accommodation is effective if:

  • it gives an applicant with a disability equal opportunity to participate in the job application and hiring process;
  • it removes barriers to performance of essential job functions; or if
  • it allows an employee with a disability equal access to the privileges and benefits of employment.

Read more about reasonable accommodations in the FAQ section.

back to top