Accommodations are changes to the work environment, schedule, equipment, or duties that help an employee perform their job effectively, regardless of a disability, medical need, pregnancy, or religious practice.
Flexible scheduling or remote work options
Assistive technology or ergonomic equipment
Modified workspaces or tasks
Adjusted policies (e.g., allowing a service animal)
Leave for medical treatment or recovery
Employees may request an accommodation if they have:
A disability (temporary or permanent) that affects their ability to do their job
Pregnancy- or childbirth-related needs
Religious observances that require adjustments to their work schedule or duties
Start the Conversation – Contact HR or your manager to request an accommodation.
Be Clear About Needs – Share the challenge you’re facing and possible solutions (you don’t need to share detailed medical history, just what’s necessary).
Provide Documentation (if required) – HR may ask for medical or other relevant documentation to support your request.
Work Together on a Plan – You, HR, and your manager will identify solutions that meet your needs and the role’s requirements.
Receive the Request – A request can be formal or informal; even casual mentions count. If an employee mentions a need related to a health condition, pregnancy, or religious practice, treat it as a potential accommodation request.
Loop In HR – Notify HR to ensure the process is followed appropriately, but maintain confidentiality outside of those directly involved in the process.
Collaborate on Solutions – Participate in conversations to determine what adjustments will work for the employee and the business.
Implement and Monitor – Put the agreed accommodation in place and check in periodically to ensure it’s effective. This is a collaborative, ongoing process, not a one-time decision.
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