The Americans with Disabilities Act (ADA) prohibits employers from discriminating against individuals with disabilities. Under the ADA, people with disabilities are entitled to reasonable accommodations in the workplace, with the goal of ensuring that all Americans can fully participate in society.

While pregnancy may lead to covered disabilities, pregnancy alone is not considered a disability under the ADA. The Pregnancy Discrimination Act provides broad discrimination protections for all job seekers and employees who are pregnant.

Private and government entities are obligated to ensure public accommodation in buildings, websites and mobile apps that are available to the public. Some states provide additional protections for people with disabilities.

For more information review a Guide for People with Disabilities Seeking Employment.

Job seekers and employees can request an accommodation at any time during the application process and during employment. Employers are not obligated to offer accommodations if they are unaware of the employee’s disability. Before an employer can offer an accommodation, the job seeker or employee must notify the employer about their disability and the accommodation requested.

If a job seeker needs accommodations to apply for the position, the employer will learn about the disability during the application process. For workplace accommodations, job seekers and employees should think carefully about when they feel comfortable disclosing and when they will need the accommodation. Some employees may not know that they need a workplace modification until beginning work and are still entitled to request an accommodation.

Learn more about the reasonable accommodation process in the National Network’s fact sheet, Reasonable Accommodations in the Workplace.

 According to the Equal Employment Opportunity Commission, job seekers and employees should only let the employer know that they need an adjustment or change at work for a reason related to a medical condition. Many employers require documentation of the employee’s disability from a healthcare professional. Some employers offer greater workplace flexibility for all employees and may not require disclosure before offering accommodations. In either case, employees should limit the amount of sensitive information shared with their employer and instead focus on information directly related to the accommodation requested.

The accommodation process should be collaborative between the employee and employer. Employees seeking accommodations have the best understanding of their needs, while employers provide insight into how the workplace can be changed while maintaining essential functions.

If an employer denies a request without a valid reason, retaliates against an accommodation request or discriminates because of a disability, job seekers and employees can file a complaint with the Equal Opportunity Employment Commission and associated state agency.

For additional guidance, schedule a Career Services appointment.