Government and public statistics

Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA

U.S. Equal Employment Opportunity Commission, 2002

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Read on October 16, 2026

What it is: The EEOC's main guidance on reasonable accommodation under the ADA, issued on 17 October 2002. It sets out what counts as a reasonable accommodation, how requests should be handled and when an employer may claim undue hardship, with worked examples.
How much weight it carries: Primary guidance from the enforcing agency, still published on eeoc.gov. It is guidance, not a regulation, and it was written before the ADA Amendments Act of 2008 broadened the definition of disability.

Facts taken from this source

The EEOC says an employer may ask for reasonable documentation about a disability and its functional limits when the disability or the need for accommodation is not obvious.
“When the disability and/or the need for accommodation is not obvious, the employer may ask the individual for reasonable documentation about his/her disability and functional limitations.” (Section on requesting reasonable accommodation, question on documentation)
The EEOC says an employer may choose among reasonable accommodations, as long as the one it chooses is effective.
“The employer may choose among reasonable accommodations as long as the chosen accommodation is effective.” (Section on the employee's choice of accommodation)
The EEOC says a request for reasonable accommodation is the first step in an informal, interactive process between the individual and the employer.
“A request for reasonable accommodation is the first step in an informal, interactive process between the individual and the employer.” (General principles, interactive process)
The EEOC says that when more than one accommodation is effective, the preference of the employee with a disability should be given primary consideration.
“the preference of the individual with a disability should be given primary consideration” (Section on the employee's choice of accommodation)
The EEOC says a request for reasonable accommodation does not need to be in writing.
“Requests for reasonable accommodation do not need to be in writing.” (Section on requesting reasonable accommodation, question on writing)
The EEOC's reasonable accommodation guidance lists acquiring or modifying equipment among the possible reasonable accommodations, alongside job restructuring, modified schedules, providing readers or interpreters and reassignment.
“These include: making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position.” (General Principles, Reasonable Accommodation)

Pages that rest on this source

Government and public statistics

Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA

U.S. Equal Employment Opportunity Commission, 2002

Read the original

Read on October 16, 2026

What it is: The EEOC's main guidance on reasonable accommodation under the ADA, issued on 17 October 2002. It sets out what counts as a reasonable accommodation, how requests should be handled and when an employer may claim undue hardship, with worked examples.
How much weight it carries: Primary guidance from the enforcing agency, still published on eeoc.gov. It is guidance, not a regulation, and it was written before the ADA Amendments Act of 2008 broadened the definition of disability.

Facts taken from this source

The EEOC says an employer may ask for reasonable documentation about a disability and its functional limits when the disability or the need for accommodation is not obvious.
“When the disability and/or the need for accommodation is not obvious, the employer may ask the individual for reasonable documentation about his/her disability and functional limitations.” (Section on requesting reasonable accommodation, question on documentation)
The EEOC says an employer may choose among reasonable accommodations, as long as the one it chooses is effective.
“The employer may choose among reasonable accommodations as long as the chosen accommodation is effective.” (Section on the employee's choice of accommodation)
The EEOC says a request for reasonable accommodation is the first step in an informal, interactive process between the individual and the employer.
“A request for reasonable accommodation is the first step in an informal, interactive process between the individual and the employer.” (General principles, interactive process)
The EEOC says that when more than one accommodation is effective, the preference of the employee with a disability should be given primary consideration.
“the preference of the individual with a disability should be given primary consideration” (Section on the employee's choice of accommodation)
The EEOC says a request for reasonable accommodation does not need to be in writing.
“Requests for reasonable accommodation do not need to be in writing.” (Section on requesting reasonable accommodation, question on writing)
The EEOC's reasonable accommodation guidance lists acquiring or modifying equipment among the possible reasonable accommodations, alongside job restructuring, modified schedules, providing readers or interpreters and reassignment.
“These include: making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position.” (General Principles, Reasonable Accommodation)