Employers in Massachusetts are legally obligated to provide an inclusive work environment and ensure equal opportunities for everyone. This includes providing reasonable workplace accommodations for employees with disabilities.
Workplace accommodations are adjustments or modifications made by the employer to help employees with disabilities, health conditions or unique needs effectively perform the core functions of their jobs.
Some common examples include physical changes to the workspace, flexible scheduling, assistive technology and modified job duties. It all depends on the specific employee’s needs.
Workplace accommodations and undue hardship
Some workplace modifications can be too difficult or expensive for a business to reasonably manage or undertake. Fortunately, employers are not required to provide them if it would result in such undue hardship. This protects businesses from accommodations that could considerably disrupt operations or create financial strain.
It’s worth noting that what qualifies as an undue hardship is specific to each case and depends on the business’s size, resources and capacity. For instance, if a small business has to install costly equipment or restructure its building, the expenses could outweigh the available resources, making it infeasible.
How you handle workplace accommodation requests matters
Ignoring or dismissing employee requests for reasonable workplace accommodations or taking adverse action in response can have serious legal and ethical implications. Employees have a right to make such requests.
Initiating a collaborative session with the employee in question and working with them to explore possible solutions can help find a practical solution that works for everyone. Remember to document everything related to the matter.
Equally crucial is seeking qualified guidance. It can help you understand your legal obligations when handling workplace accommodation requests, assess any undue hardships and avoid mistakes that could expose you to costly legal and financial risks.