HR Training Center Guide
An accommodation request rarely arrives labeled as one. An employee mentions a diagnosis, hands a manager a doctor's note, or asks to change a schedule, and the employer's obligations under the Americans with Disabilities Act have already begun. This guide arranges our ADA articles so you can find the right one quickly.
The first section covers who is protected and what the law requires. The second covers the interactive process, documentation and the hard questions. The third explains what ADA certification means and how training options compare. For leave questions that cross into the FMLA, see the FMLA Guide and the Leave and Accommodation Management Guide.
Start here
How to handle an ADA accommodation request from the first conversation to the decision, step by step.
Read the overviewStage 1
Who is covered and protected, what triggers the duty to accommodate, and how the ADA picks up where FMLA leave ends.
How the ADA applies to anxiety and depression: who is covered, what documentation HR may request, example accommodations, and performance and conduct rules.
Read the article →Stage 2
The interactive process, the paperwork, and the defenses and limits: undue hardship, direct threat, essential functions and leave policies.
ADA undue hardship explained for HR: the statutory factors, reasons the EEOC rejects, how it differs from Title VII and the PWFA, and how to document it.
Read the article →The ADA direct threat standard for HR: the four factors in 29 CFR 1630.2(r), individualized assessment, threat to self, medical evidence and a worksheet.
Read the article →Why 100% healed policies and automatic maximum-leave terminations create ADA risk, what the EEOC and the courts say, and how to rewrite both policies.
Read the article →How to identify ADA essential functions under 29 CFR 1630.2(n), the seven types of evidence, what a job description proves, and a sample section.
Read the article →How to evaluate remote work as a reasonable accommodation under the ADA: essential functions, EEOC telework guidance, trial periods and return-to-office.
Read the article →Stage 3
What ADA certification means for HR, how it differs from the ADA coordinator credential, and what managers need.
There is no government-issued ADA certification for employers or HR. Learn what a training certificate means and which ADA credential fits your job.
Read the article →ADA coordinator certification is built for Title II public-entity coordinators. Private-sector HR needs Title I training. Compare both and choose.
Read the article →What ADA training for managers should cover: spotting accommodation requests, medical questions to avoid, confidentiality, retaliation and the handoff to HR.
Read the article →A two-day advanced seminar on accommodation and leave cases where several laws apply.
Instructor-led training on the foundations of each law.
Online training on ADA compliance for employers.
Title I of the ADA covers private employers with 15 or more employees, as well as state and local governments, employment agencies and labor organizations. Many state laws cover smaller employers. Our employer overview explains coverage.
It is the conversation between employer and employee to identify the limitation and an accommodation that would be effective. It should start promptly once the employer knows an accommodation may be needed. Our step-by-step guide covers each stage.
It can be. An employer should not end employment automatically when FMLA leave is exhausted without considering whether additional leave or another accommodation is reasonable. Our articles on leave as an accommodation and on maximum-leave policies explain the analysis.
No government agency certifies HR professionals or employers in the ADA. Training providers issue certificates for completing ADA training. Our article on ADA certification explains what these mean and how the ADA coordinator credential differs.
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