Employers in California must follow the law when helping employees with disabilities. The Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA) require businesses to provide reasonable accommodations unless it causes major problems.
Knowing how to handle these requests can help businesses comply with the law and maintain a good work environment.
Understanding accommodation requests
Employees don’t have to use legal terms to ask for help. If an employee says they struggle with job tasks due to a medical condition, the employer should start a discussion. This means talking about the employee’s needs and looking for possible solutions. Ignoring or delaying a response could lead to legal trouble.
Talking with employees about accommodations
California law requires employers to have an honest and timely conversation about accommodations. Employers should write down what was discussed and ask for medical documents if needed.
Common accommodations include flexible work hours, special equipment, or changes to job duties. If there is more than one option, the employer can choose the one that works best for both the business and the employee.
When an accommodation is too difficult
Not all requests have to be approved. If an accommodation causes serious problems or high costs, an employer may say no. However, they must explain why the request is too difficult. Before deciding, employers should consider other solutions. If they don’t, they could face legal issues.
Staying fair and following the law
Employers should train managers on how to handle disability accommodations. If managers don’t understand the rules, mistakes can happen. Checking company policies and staying updated on California laws can help businesses stay fair and follow legal requirements.