Removing Barriers at Work: Understanding and Implementing Accommodations

People who learn, think, or move differently often face barriers that can make work harder than it needs to be. By making accommodations, workplaces can give everyone a fair chance to do their best work. 

What are accommodations?

Accommodations are changes to a job or work environment that are designed to help people with limitations perform their duties more effectively. This can include modified equipment, flexible schedules, or ergonomic adjustments. Some accommodations are temporary, while others are ongoing. 

Employees may request accommodations after returning from a leave or when a medical, religious, or personal need arises. Since accommodations cannot impose an undue hardship for the employer or remove the essential duties of a job, not all requests can be granted. 

Why accommodations matter

Employment gaps (according to recent data from the Bureau of Labor Statistics): 

• In 2024, the employment-population ratio for people with a disability was 22.7% compared to 65.5% for those without a disability.

• Among individuals aged 16–64 with a disability, the employment-population ratio was 37.4 % in 2024.

• The unemployment rate for people with a disability in 2024 was 7.5%, nearly double the 3.8% rate for those without a disability.

These numbers highlight the continuing gap in employment opportunities for individuals with challenges. 

There are also significant business benefits from adhering to accommodations for employees. According to the Job Accommodation Network (JAN), as presented by EARN: 

• More than half of all workplace accommodations actually cost nothing to implement.

• Many employers report financial benefits from providing accommodations, including reduced insurance and training costs and increased productivity.

Legal obligations

AllWork, Inc. is committed to complying with applicable federal, state, and local laws governing reasonable accommodations for employees, including, but not limited to, the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA).  

To that end, AllWork will endeavor to make a reasonable accommodation  for applicants and talent who have requested an accommodation or for whom AllWork has noticed may require such an accommodation, related to an individual’s ADA–recognized disability, meaning any physical, medical, or psychological impairment, or a history or record of such impairment. 

Here are the steps we take to work with managers if the accommodation is a reasonable request: 

1. Recognize the accommodation request. Managers are required to respond to any accommodation request in a timely manner.  

2. Partner with AllWork, Inc.: AllWork will coordinate the request of documentation for the employee’s medical provider, outlining their limitations and specifying the type of accommodation requested. AllWork will engage the manager to determine if a reasonable accommodation can be made. AllWork does not solely approve/deny requests.  

3. AllWork HR will work with the manager to assess the accommodation request and determine feasibility, in accordance with our duty to provide reasonable accommodations unless such accommodations would impose an undue hardship on AllWork or its clients.

4. Implement and monitor the accommodation. Managers should check in with the individual to ensure it meets their needs. 

At AllWork, we help managers stay compliant and support their teams with a clear process for accommodations. Our platform and HR expertise make it easier to respond quickly, reduce risk, and create a workplace where everyone can do their best work.