Quick facts
- Employment provisions are in Title I of the ADA, enforced by the U.S. Equal Employment Opportunity Commission (EEOC).
- Covers employers with 15 or more employees (EEOC).
- Protects qualified employees and applicants from unfavorable treatment because of disability in hiring, firing, pay, promotions and training.
- Requires reasonable accommodation unless it would cause undue hardship, meaning significant difficulty or expense.
What it means in practice
The ADA is a federal civil rights law. Its employment rules, in Title I, are enforced by the Equal Employment Opportunity Commission (EEOC). The EEOC explains that the law prohibits treating a qualified employee or applicant unfavorably because of disability, and that this covers the whole employment relationship, including hiring, firing, pay, promotions and training. It applies to employers with 15 or more employees.
Who counts as having a disability? The EEOC says the definition is to be read broadly, in favor of extensive coverage. A person has a disability if they have a physical or mental condition that substantially limits a major life activity, have a history of such a condition, or are treated badly because of an impairment they have or are perceived to have, unless the impairment is transitory (lasting or expected to last six months or less) and minor. Employers should avoid deciding on their own that a condition is too minor to matter.
The second major duty is reasonable accommodation. The EEOC's guidance describes an accommodation as any change in the work environment or in the way things are customarily done that gives a person with a disability an equal employment opportunity. Accommodations can involve the application process, the way a job's essential functions are performed, or equal access to benefits and privileges of employment. An accommodation must be effective, and the employer may choose among effective options, although the individual's preference gets primary consideration.
An employer does not have to provide an accommodation that causes undue hardship. The EEOC defines undue hardship as significant difficulty or expense, and says an employer must assess, case by case, whether a particular accommodation would cause it. The assessment looks at the employer's resources and circumstances in relation to the cost or difficulty of the specific accommodation. Note that the EEOC's detailed enforcement guidance predates the ADA Amendments Act of 2008, which broadened the definition of disability, so read it alongside the EEOC's current disability pages.
Federal and state law. This entry covers the federal ADA. Many states have their own disability discrimination laws, which may apply to employers and situations the ADA does not. Check with your state fair employment agency or a qualified professional.
Why it matters and common mistakes
Common mistakes include dismissing an accommodation request without discussing options, assuming an accommodation is an undue hardship without looking at the specific facts, and treating a "minor" or short-term condition as automatically outside the law. Document requests and decisions, and involve a qualified professional on difficult cases.
Complaints are handled through the EEOC process, and remedies depend on the facts. For specifics about charge-filing deadlines and remedies, go to the EEOC.
How Remindax helps
Remindax helps you track the dates and deadlines tied to accommodation reviews and related HR compliance dates and sends reminders before they're due. Remindax does not provide legal, tax, or HR advisory services, and this page is for general informational purposes only - consult a qualified attorney, accountant, or HR professional for guidance specific to your situation.
Related terms
See all terms in Employment Law & Compliance.
Sources & References
- EEOC - Disability Discrimination and Employment Decisions - Title I prohibitions, 15-employee coverage, definition of disability
- EEOC - Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA - meaning of reasonable accommodation and undue hardship
Last reviewed: October 2026. Figures are reviewed annually - see Sources & References for current figures.