Before proceeding, please review the  legal disclaimer.

Examples of ADA Failure to Accommodate Violations in the Workplace

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified employees with disabilities so they can perform the essential functions of their jobs.

However, many workplace disputes arise when employers either refuse accommodations outright or fail to properly evaluate requests.

Understanding what counts as a failure to accommodate can help employees recognize potential violations and help employers avoid costly legal mistakes.

What Is a Failure to Accommodate Under the ADA?

A failure to accommodate occurs when an employer does not provide a reasonable adjustment to the workplace that would allow a qualified employee with a disability to perform their job duties.

Employers covered by the ADA generally must:

• Consider accommodation requests seriously

• Engage in an interactive process with the employee

• Provide reasonable accommodations unless doing so creates undue hardship

Ignoring or dismissing requests without proper evaluation may violate the law.

Example 1: Refusing to Modify a Work Schedule

One common ADA violation occurs when an employer refuses to adjust a work schedule for a disability-related need.

For example:

An employee with a medical condition may need a later start time due to treatment or medication side effects. If the employer refuses to consider schedule flexibility—even though the job duties can still be performed—this may be a failure to accommodate.

Flexible scheduling is often considered a reasonable accommodation.

Example 2: Denying Remote Work Without Review

Remote work may be a reasonable accommodation in some situations.

For instance, an employee with a mobility impairment may request to work from home if their duties can be performed remotely. If the employer denies the request automatically without evaluating the job requirements, that decision may violate the ADA.

Employers must evaluate whether remote work would allow the employee to perform essential job functions.

Example 3: Ignoring a Request for Ergonomic Equipment

Many ADA accommodations involve simple workplace adjustments.

Examples include:

• Ergonomic chairs

• Adjustable desks

• Specialized keyboards

• Voice-recognition software

If an employee with a documented disability requests equipment that would allow them to perform their job and the employer ignores the request, that may qualify as a failure to accommodate.

Example 4: Refusing Additional Leave as an Accommodation

Sometimes employees need additional unpaid leave because of a disability.

If an employee requests a short period of additional leave to recover from a medical condition and the employer denies it automatically—even though the employee is expected to return and perform their duties—this may be a failure to accommodate.

Courts have recognized medical leave as a possible accommodation in certain circumstances.

Example 5: Not Engaging in the Interactive Process

The ADA requires employers and employees to engage in an interactive process to determine what accommodation may work.

A violation may occur when an employer:

• Ignores the request

• Refuses to discuss options

• Rejects the request without explanation

• Fails to explore alternatives

Employers are not required to grant the exact accommodation requested, but they must participate in a meaningful discussion about possible solutions.

Example 6: Disciplining an Employee for Disability-Related Limitations

Another common issue occurs when employees are disciplined for behavior caused by their disability.

For example:

An employee with a medical condition affecting concentration requests modified deadlines or structured work breaks. Instead of considering accommodations, the employer disciplines the employee for performance issues.

If reasonable accommodations could have addressed the problem, the discipline may violate the ADA.

Example 7: Automatically Rejecting Accommodation Requests

Some employers deny accommodation requests based on assumptions rather than actual analysis.

For example:

• Claiming accommodations are “too expensive” without evaluating cost

• Assuming a request will disrupt operations without evidence

• Rejecting accommodations simply because they are unusual

The ADA requires an individualized assessment, not blanket denials.

When Can an Employer Legally Deny an Accommodation?

Employers may deny a request if:

• The employee does not have a qualifying disability

• The accommodation would eliminate essential job functions

• The accommodation would create undue hardship for the business

• The employee cannot perform essential duties even with accommodation

However, the employer must be able to explain and support the decision.

Why Documentation Matters

Employees requesting accommodations should keep records of:

• Medical documentation

• Written requests for accommodations

• Emails or communications with management

• Any disciplinary actions related to the request

Documentation can become important if a dispute arises.

Final Takeaway

Failure to accommodate claims often arise not because accommodations are impossible, but because employers fail to properly evaluate requests.

Under the ADA, employers must:

• Take accommodation requests seriously

• Engage in a good-faith interactive process

• Provide reasonable adjustments when possible

When employers ignore these responsibilities, they may be violating federal disability law.

Understanding common examples of ADA failure to accommodate violations can help employees recognize when their rights may be affected—and help employers ensure they remain compliant with the law.