Stop guessing about workplace accommodations.

No. Informed Choices Strategy offers educational and strategic guidance about requesting and sustaining accommodations. We do not provide legal representation. For legal advice on your specific situation, please consult an attorney or accredited legal professional.

Under the Americans with Disabilities Act (ADA), you must have a qualifying disability—meaning a physical or mental impairment that substantially limits one or more major life activities—to be eligible for accommodations. However, you don’t always need a formal diagnosis document to start the accommodation process. What matters most is how your condition affects your ability to perform essential job functions. Employers often request documentation from a healthcare provider describing your functional limitations and the types of adjustments that would help. We can help you understand what to include and how to communicate it, but we do not diagnose or treat medical conditions.

If your request is denied, your employer must explain why and should work with you to explore alternative accommodations. You have the right to ask for clarification, provide additional documentation, or request an appeal or review of the decision. In many cases, a conversation with Human Resources can resolve misunderstandings and lead to a mutually beneficial solution. If an employer refuses to engage in a reasonable discussion or you believe your rights have been violated, you may wish to consult a legal professional or file a complaint with the Equal Employment Opportunity Commission (EEOC).