Not everyone can do the same work in the same circumstances. Performing the same job responsibilities can present challenges for people in different situations. Those with disabling medical conditions may be theoretically capable of performing a job but may require support from their employer to consistently fulfill the demands of their job.
Under the Americans with Disabilities Act (ADA), those with medical conditions requiring accommodation can expect their employers to help them stay on the job. Although many workers may worry about the consequences of asking for help or changes to their job, federal law may protect their right to do so. Failing to provide reasonable accommodations is a common form of disability discrimination.
The ADA helps level the employment playing field for the disabled
The ADA helps protect those with disabling medical conditions by protecting their right in the public sphere. Employers subject to the ADA should approve reasonable accommodations requested by their employees who have medical issues that impact their job performance.
Only when the employer can show that the accommodation imposes an undue hardship on the business can it potentially avoid violating a worker’s rights under the ADA. Changing company facilities, allowing someone to work from home, acquiring assistive technology or altering specific job responsibilities are all examples of reasonable accommodations that could help workers better perform their jobs — and most of those do not create any real hardship for employers.
You want to have medical documentation affirming your diagnosis and explaining the value of the accommodations you requested, as it will help you ask your employer for the help you need to continue work. Understanding what might constitute disability discrimination can help you better assert your rights at work.