Workplace Accommodations

Who needs policies relating to Workplace Accommodations?

Although federal law already requires many employers to provide accommodations (think ADA and the Pregnancy Discrimination Act), state and local governments often add their own twists. Some expand protections to smaller employers, others add pregnancy or lactation-specific rules, and a few go the extra mile by requiring written notice to employees.

For example, states like California, New York, and Illinois have strong accommodation requirements that often go beyond federal law, and several states mandate that employers post or distribute information so employees know their rights.

We recommend creating a Workplace Accommodations policy if you have 15 or more employees anywhere in the U.S. If you operate in states with stricter or broader requirements, a single, well-written policy covering all accommodations will save you headaches (and legal fees) down the line.

The exhaustive history behind Workplace Accommodations

Coming soon!

Jurisdictions with laws on Workplace Accommodations

Workplace accommodation laws are designed to level the playing field so employees with disabilities, pregnancy-related needs, or other protected circumstances can participate fully at work. The idea is for everyone to have a fair shot at doing their job without unnecessary barriers.

At the federal level, the ADA, the Pregnancy Discrimination Act, the Pregnant Workers Fairness Act, and the PUMP for Nursing Mothers Act all set the baseline. But nearly every state (and plenty of cities and counties) has added its own rules, often expanding protections to smaller employers or requiring accommodations beyond what federal law covers.

The overall goal is to ensure equal opportunity, dignity, and retention of valuable employees. The important takeaway is that accommodations are not optional in most jurisdictions, and the details can shift depending on where your employees work. When in doubt, assume your workplace is covered.