What requirement does the Americans with Disabilities Act (ADA) place on employers?

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for employees with disabilities unless doing so would impose an undue hardship on the business. This means that when an employee discloses a disability, employers are obligated to make modifications or adjustments to the work environment or the way things are usually done to enable the employee to perform their job successfully.

Reasonable accommodations can include changes to the work environment, flexible work schedules, provision of specialized equipment, or modifications to training materials and policies. Employers must engage in an interactive process with the employee to determine what accommodations may be necessary.

The concept of "undue hardship" refers to situations where providing accommodations would be significantly difficult or expensive for the employer, taking into account the resources of the organization and the impact on its operations. However, this does not exempt employers from their duty to make accommodations; they are required to explore options and document their efforts.

By contrast, job security, hiring quotas, and work hour limitations are not stipulations set forth by the ADA. Thus, the requirement to provide reasonable accommodations reflects the intent of the ADA to create a more inclusive work environment, ensuring that individuals with disabilities have equal employment opportunities.