ADA
The ADA is a US civil rights law prohibiting discrimination against individuals with disabilities in employment, requiring employers to provide reasonable accommodations.
us-specific
Category
intermediate
Difficulty
7 min read
Read time
2025-01-15
Updated
Definition
Short definition
The ADA is a US civil rights law prohibiting discrimination against individuals with disabilities in employment, requiring employers to provide reasonable accommodations.
Detailed explanation
The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against qualified individuals with disabilities in all aspects of employment including hiring, firing, advancement, compensation, and leave.
Under the ADA, employers with 15 or more employees must provide reasonable accommodations to qualified employees or applicants with disabilities, unless doing so would cause undue hardship.
The law covers physical and mental impairments that substantially limit major life activities, including chronic conditions, mental health conditions, and many other health issues.
Practical guidance
How it works
When employee discloses disability and needs accommodation, employer engages in interactive dialogue to identify effective accommodations that dont cause undue hardship.
Best practices
Train managers on ADA requirements
Document interactive process thoroughly
Consider leave as potential accommodation
Keep medical information separate and confidential
Focus on essential job functions
Legal context
Legal basis
Americans with Disabilities Act of 1990 (42 U.S.C. §12101 et seq.)
Jurisdiction: US Federal
Key provisions
Employers with 15+ employees must comply
Prohibition of disability discrimination
Requirement to provide reasonable accommodations
Interactive process for accommodation requests
Confidentiality of medical information
Protection from retaliation
Official source
Frequently asked questions
What is a reasonable accommodation?
Reasonable accommodations are modifications to job or workplace that enable disabled employees to perform essential functions. Examples include modified schedules, telework, ergonomic equipment, or leave for treatment.
Can leave be a reasonable accommodation under ADA?
Yes, leave can be a reasonable accommodation even after FMLA is exhausted, if it enables the employee to return to work. Employers must consider requests for additional leave on a case-by-case basis.