Reasonable Accommodations

A Reasonable Accommodations policy explains how your organization handles accommodation requests for disabilities, pregnancy-related conditions, religion, and other legally protected needs through a timely, good-faith interactive process, while protecting confidentiality and prohibiting retaliation.

How to Write a Reasonable Accommodations Policy

• Start with why it's important for your organization to support those who need a little extra help.
• State your organization's commitment to comply with applicable accommodation laws and support an accessible, inclusive workplace.
• Define the types of needs that may qualify for accommodations (for example, disability, pregnancy-related needs, religious practices, and other legally protected reasons).
• Explain how employees and applicants can request an accommodation.
• Describe that your organization may proactively inform someone about accommodation options without requiring them to accept an accommodation.
• Commit to an interactive process to identify an effective accommodation, including considering alternatives when the initial request can't be granted.
• Explain that supporting documentation may be requested and that related information will be kept confidential.
• Prohibit retaliation for requesting or using an accommodation or participating in the process, and provide a place to direct questions.

For advice on writing a Reasonable Accommodations policy in a specific jurisdiction, see below.