Estimated reading time: 18 minutes

Key Takeaways

• Workplace accessibility ADA requirements obligate employers to provide accessible facilities and reasonable accommodations so qualified employees with disabilities can do their jobs and access the workplace.

• Title I (employment) requires reasonable accommodation unless it causes undue hardship, while the 2010 ADA Standards for Accessible Design set technical specs for facilities in new construction and alterations.

• For existing buildings, employers must remove barriers where readily achievable and provide effective interim measures or reasonable modifications when permanent fixes take time.

• Common physical elements include ramps, accessible routes and doorways, accessible restrooms, van-accessible parking, and accessible work areas and common rooms.

• Employees should request accommodations through a prompt interactive process; employers should document decisions, timelines, and use available tax credits to fund barrier removal.

Table of Contents

• Introduction

• Understanding Workplace Accessibility ADA Requirements

• Specific Physical Elements Employers Must Provide

• Reasonable Modifications: Process, Examples, and Limits

• How to Request Accessible Parking, Restrooms, Ramps, or Other Modifications

• What Employers Should Do: Compliance Checklist and Best Practices

• Enforcement, Remedies, and What to Do If an Employer Fails to Act

• Case Studies and Real-World Examples

• Additional Resources and Official Links

• Conclusion

• FAQ

Introduction

Workplace accessibility ADA requirements are the federal legal obligations under the Americans with Disabilities Act (ADA) that require employers to provide accessible facilities and reasonable accommodations so employees with disabilities can perform their jobs and access the workplace. These duties come primarily from ADA Title I for employment and the 2010 ADA Standards for Accessible Design for facilities. If you are searching for what physical accessibility an employer must provide—ramps, restrooms, doorways, parking—and how to request or enforce modifications, you are in the right place.

Compliance with employer accessibility obligations is about more than avoiding lawsuits. It reduces risk, improves retention and productivity, and strengthens culture and reputation. This guide translates ADA facility compliance employer requirements into plain language, with checklists, standards, and step-by-step request guidance. For background, see the ADA’s official site on ADA overview and technical assistance and the EEOC’s Title I (employment) statute summary.

Understanding Workplace Accessibility ADA Requirements

The ADA protects qualified individuals with disabilities in employment and access to facilities. Two parts matter most in workplaces:

• Title I (employment)—enforced by the EEOC—requires employers to provide reasonable accommodations unless doing so would cause undue hardship. Review the Title I statute summary and the EEOC’s detailed guidance on reasonable accommodation and undue hardship.

• Facility requirements—the Department of Justice and the U.S. Access Board oversee application of design standards for public accommodations and commercial facilities. The ADA.gov portal and the U.S. Access Board provide the technical assistance and standards employers and designers use.

The 2010 ADA Standards for Accessible Design set technical specifications for new construction and alterations. The Standards cover door clear widths, ramp slopes, restroom grab bars, accessible parking counts and dimensions, and much more.

Two key scenarios:

• New construction and alterations: Must comply with the 2010 Standards in full for the areas built or altered.

• Existing facilities (no alterations): Must remove barriers where “readily achievable” (easily accomplishable without much difficulty or expense) and provide effective reasonable accommodations for employees, such as alternative routes or temporary solutions while permanent changes are planned.

Helpful definitions (plain language, aligned with EEOC guidance):

• Reasonable accommodation: Any change in the job application process, the work environment, or how a job is performed that enables a qualified individual with a disability to perform essential functions or access the workplace. See the EEOC’s enforcement guidance on reasonable accommodations.

• Readily achievable and undue hardship: These balancing tests consider cost and feasibility in light of the employer’s resources. Employers should consult the EEOC’s undue hardship analysis when evaluating requests.

Employees navigating these issues can also benefit from a broader overview of accommodations and rights, such as an ADA reasonable accommodations guide and a primer on disability discrimination workplace rights.

Specific Physical Elements Employers Must Provide

This section translates the 2010 ADA Standards into practical, workplace-ready checklists. It notes when a requirement applies to new/altered construction versus what’s “readily achievable” in existing facilities, offers low-cost strategies, and highlights documentation to save. For exact measurements and tables, rely on the 2010 ADA Standards for Accessible Design (technical specs and PDF).

Accessible restrooms

Plain requirement: Restrooms used by employees or customers must be accessible, or an accessible alternative must be provided. Under ADA facility compliance employer duties for new or altered spaces, restrooms must meet the Standards; for existing spaces, remove barriers where readily achievable and adopt reasonable interim measures if full retrofits take time. An employer must provide accessible restroom options consistently and without delay.

Key technical pointers (2010 Standards):

• Turning space: 60-inch diameter circle or T-shaped space for wheelchairs (Section 304).

• Toilet seat height: 17–19 inches above the floor (Section 604.4).

• Toilet centerline: 16–18 inches from the side wall (Section 604.2).

• Grab bars: Side wall 42-inch minimum length; rear wall 36-inch minimum length, mounted 33–36 inches above the floor (Section 604.5).

• Lavatories/sinks: Rim or counter 34 inches maximum above floor, with knee clearance typically 27 inches high minimum (Sections 606.3 and 306.3).

• Mirrors: Bottom edge of reflecting surface 40 inches maximum above floor (Section 603.3).

See the restroom chapters in the 2010 Standards and technical assistance at ADA.gov. In existing facilities, barrier removal can include installing grab bars, widening stall doors, or converting a nearby single-user restroom to an accessible option. Interim measures can include clearly designating an accessible restroom on another floor and ensuring elevator access while retrofits are scheduled.

Practical examples: Retrofit grab bars, adjust door hardware to lever-style, add signage with tactile characters, rehang stall doors to swing out for more space, and replace under-sink cabinets with protective knee clearance panels.

Who pays/funding: Employers typically fund compliance. Small businesses should review the IRS Disabled Access Credit and the Barrier Removal Deduction.

Documentation to keep: Photos “before/after,” invoices, maintenance plans, and any interim-access communications to employees. Keep a log of employee accommodation requests to show ongoing compliance efforts.

Doorways, thresholds, and interior routes

Plain requirement: Employees must be able to travel via accessible routes between key areas (entrances, workstations, restrooms, break rooms, and meeting rooms). Doorways must provide a minimum clear opening and use accessible hardware. These are fundamental workplace accessibility ADA requirements.

Key technical pointers (2010 Standards):

• Door clear width: 32 inches minimum when door is open 90 degrees (Section 404.2.3).

• Thresholds: 1/2-inch maximum height; if over 1/4 inch, must be beveled at 1:2 slope (Section 404.2.5).

• Door hardware: Operable with one hand, no tight grasping/pinching/twisting; operable parts generally 34–48 inches above floor (Sections 404.2.7 and 309.4).

• Accessible route slope and cross slope: Slope 1:20 max (ramps are steeper by definition); cross slope typically 1:48 max (Section 403.3).

Low-cost options: Replace round knobs with lever handles; add automatic door openers where heavy doors impede access; trim or bevel thresholds; rearrange furniture to maintain a 36-inch wide route; move storage out of corridors; place frequently used controls within reach ranges.

For more detail, see the 2010 ADA Standards overview. In existing buildings, focus first on relieving choke points (e.g., tight doorways) and improving door hardware. These are often readily achievable fixes and effective reasonable modifications to the physical workspace.

Ramps and accessible routes

Plain requirement: Where there are level changes, provide an accessible route using a ramp or lift to enable entry and egress. For new construction and alterations, ramps and landings must meet the Standards; for existing sites, ramps should be added where readily achievable or provide alternative accessible routes while planning permanent fixes. This is core ADA facility compliance employer work.

Key technical pointers (2010 Standards):

• Maximum slope: 1:12 (for every inch of rise, at least 12 inches of run) (Section 405.2).

• Maximum rise per ramp run: 30 inches (Section 405.6).

• Minimum clear width: 36 inches (Section 405.5).

• Landings: Level landings at top and bottom; 60 inches long minimum and at least as wide as the ramp (Section 405.7).

• Handrails: Required on both sides when rise is greater than 6 inches or horizontal projection exceeds 72 inches; handrail height 34–38 inches (Sections 405.8 and 505.4).

Practical solutions include modular ramp kits, re-grading a walkway, or installing platform lifts where space limits a ramp. See the ramps chapter of the 2010 Standards and technical context from the U.S. Access Board.

Accessible parking

Plain requirement: Parking facilities provided by an employer for employees or customers must include the right number of accessible spaces (including van-accessible) with correct dimensions, signage, and placement on the closest accessible route to an entrance. This is a common request—employees often ask to request accessible parking workplace accommodations.

Key technical pointers (2010 Standards):

• Number of spaces: Follow the table in Section 208.2 (e.g., 1–25 total spaces: 1 accessible; 26–50: 2; 51–75: 3; 76–100: 4; 101–150: 5; 151–200: 6; 201–300: 7; 301–400: 8; 401–500: 9; 501–1000: 2% of total; 1001+: 20 plus 1 for each 100 over 1000).

• Width: Standard accessible space typically 96 inches wide with a 60-inch access aisle; van spaces either 132 inches wide with a 60-inch aisle, or 96 inches wide with a 96-inch aisle (Section 502.2).

• Vertical clearance for vans: 98 inches minimum along vehicular route, parking, and at the entrance (Section 502.5).

• Signage: Designated with the International Symbol of Accessibility; sign height often 60 inches minimum from ground to bottom of sign so it is visible when a vehicle is parked (Section 502.6).

• Location: On the shortest accessible route to the accessible entrance (Section 208.3.1).

Existing lots should restripe and sign spaces where readily achievable, or designate reserved spaces near an accessible entrance while planning permanent improvements. See the parking sections of the 2010 ADA Standards, the Access Board, and resources at ADA.gov.

Practical considerations: In multi-tenant campuses, coordinate with the landlord to ensure counts and routes meet standards. If the lot cannot be modified quickly, provide an equivalent accessible drop-off point and a reserved near-door space as a reasonable accommodation.

Who pays/funding: The employer must budget for compliance and may use the Disabled Access Credit and Barrier Removal Deduction.

Documentation to keep: Parking layout plan, counts by total/accessible/van-accessible, signage purchase orders, and photos showing sign height and aisle markings.

Workstations, break rooms, meeting rooms, and entrances

Plain requirement: Common work areas and shared spaces must be accessible in new or altered construction; in existing spaces, employers must remove barriers when readily achievable and provide reasonable modifications so employees can access and use these areas. This is a frequent area for reasonable modification physical workspace solutions.

Key technical pointers (2010 Standards):

• Turning space: 60-inch diameter circle or T-shaped space (Section 304).

• Reach ranges: Unobstructed forward high reach 48 inches max; low reach 15 inches min (Section 308).

• Counters and work surfaces: Heights should consider 28–34 inches above floor for accessibility where applicable; provide knee and toe clearance consistent with Sections 306 and 902 where service counters or work surfaces are intended for seating access.

• Entrances: At least one accessible entrance connected by an accessible route (Sections 206 and 404).

Practical examples: Adjustable-height desks and tables, reorienting furniture to keep routes clear, portable assistive listening systems for meetings, captioning for video conferences, tactile and braille signage for rooms and exits, and relocating workstations closer to accessible restrooms or entrances. For accommodation ideas across many impairments, see the Job Accommodation Network (JAN).

Documentation to keep: Furniture specs showing height ranges, floor plans highlighting accessible routes, and records of training staff on maintaining clearances and not blocking routes.

Facility audit quick checklist

Use this short list to spot top facility priorities (yes/no):

• Is there at least one accessible entrance on an accessible route from accessible parking or transit?

• Do primary doors provide a 32-inch minimum clear opening and lever-style hardware?

• Are thresholds 1/2 inch high or less, beveled if over 1/4 inch?

• Are interior routes at least 36 inches wide and free of storage or protruding objects?

• Where level changes exist, is there a ramp at 1:12 maximum slope with landings and handrails?

• Are accessible restrooms provided with compliant grab bars, heights, and turning space?

• Do sinks/lavs provide 34-inch max height and 27-inch min knee clearance?

• Are accessible parking counts, widths, aisles, signage height, and van spaces compliant?

• Are meeting rooms, break rooms, and kitchens accessible with turning space and reachable controls?

• Are visual/auditory features (e.g., alarms) accessible and maintained?

• Are wayfinding and room signs tactile/braille where required?

• Is there a written process to respond promptly to accommodation requests?

Reasonable Modifications: Process, Examples, and Limits

Definition: “Reasonable modification physical workspace” means any change to policies, practices, or the physical environment—such as installing grab bars, providing a reserved accessible parking space, or adjusting desk heights—that enables a qualified employee with a disability to perform essential job functions or access the workplace, unless it would cause undue hardship.

The interactive process (Title I, EEOC): The employee can request an accommodation orally or in writing. The employer should respond promptly, engage in a good-faith dialogue to identify effective options, and either implement the accommodation or document why it would be an undue hardship and propose alternatives. While there is no fixed federal deadline, “prompt” response is best practice under EEOC reasonable accommodation guidance.

Recommended steps for employees when requesting facility-related modifications:

• Describe the limitation and how it affects job tasks or access (e.g., doorway width, parking distance, restroom setup).

• Specify the modification requested (e.g., reserved van-accessible parking, door hardware change, ramp install, desk replacement) and how it enables essential functions.

• Offer alternative options if helpful (e.g., temporary reserved space while construction proceeds).

• Provide medical documentation only to the extent necessary to support the need for the accommodation, not a full medical history, consistent with EEOC guidance.

• Request a target timeline and confirm discussions and decisions in writing.

Employer documentation: Keep a written record of the request, the interactive process, options considered, cost/time analysis (if claiming undue hardship), interim measures, and implementation dates. Use consistent forms internally, but be flexible with employees who request orally or by different formats.

Undue hardship vs. readily achievable: “Undue hardship” is the Title I employment standard—significant difficulty or expense in light of the employer’s size, resources, and operations. “Readily achievable” applies to barrier removal in existing facilities—easily accomplishable without much difficulty or expense. Employers should analyze both standards carefully and seek lower-cost, phased alternatives where needed. See EEOC’s undue hardship guidance.

Common low/no-cost modifications: Lever handles; signage; rearranging furniture; remote or closer parking assignment; door pressure adjustments; temporary ramps; portable assistive listening devices; scheduling adjustments for construction; reassigning a workstation closer to accessible restrooms or entrances. For ideas, consult JAN’s accommodation examples.

Higher-cost examples and phased solutions: Widening structural openings, major restroom remodels, elevators/platform lifts. Consider interim measures (e.g., accessible route via a nearby entrance, portable ramp, scheduling specific accessible restrooms) while planning permanent upgrades with a budget and timeline.

Temporary accommodations: If permanent fixes require design and construction, provide effective temporary measures to avoid delays in access. Document start/end dates, safety checks, and user feedback.

For broader legal context on disability rights and the accommodation process, see guidance on workplace disability discrimination rights and practical strategies to prove disability discrimination when requests are ignored or denied.

How to Request Accessible Parking, Restrooms, Ramps, or Other Modifications

This is a practical, employee-facing roadmap for facility-related requests such as accessible parking, restroom changes, door or route adjustments, and ramps.

• Step 1: Prepare. Identify the barrier (e.g., lack of van-accessible parking or ramp slope too steep), describe how it affects your work or access, and be ready to explain a solution that would work for you. If the employer requests medical documentation, provide only what is reasonably necessary to establish the need.

• Step 2: Submit the request in writing. Send it to HR or the designated ADA coordinator. Include what you need, why it helps, and a reasonable timeline. You may request a short meeting to discuss options.

• Step 3: Keep records. Save dates, names, emails, and notes of meetings. Take photos of barriers and, if helpful, gather cost estimates from vendors to show options.

• Step 4: Participate in the interactive process. Respond to follow-up questions and be open to alternative effective accommodations. Suggest a response window (many employers aim for 7–14 business days when feasible).

• Step 5: Escalate internally if needed. If denied or delayed, escalate to senior HR or the ADA coordinator. Ask for a written explanation, including any undue hardship analysis and alternative measures.

• Step 6: File externally if unresolved. For employment-related failures to accommodate, you can file a charge with the EEOC—see how to file an EEOC charge (deadlines and process). For certain public-accommodation barrier issues (e.g., customer-facing lobbies), you may submit a complaint to the DOJ—see how to file a DOJ ADA complaint.

For additional context on the accommodation process, the EEOC provides guidance on reasonable accommodations and undue hardship, and ADA.gov offers practical FAQs on accommodations and facility standards. A step-by-step overview of filing a complaint with the EEOC can also help you plan next moves.

Documentation tips: Keep photos of barriers and timestamps; track temporary measures offered; save medical notes to the extent needed (functional limitations, not diagnoses, often suffice); and request written decisions. If an injury was involved and you are navigating return-to-work issues, review the interplay between ADA and workers’ compensation after a workplace injury.

What Employers Should Do: Compliance Checklist and Best Practices

Employers reduce risk and improve workplace access by combining sound policies with practical facility audits and budgets. These best practices align with employer accessibility obligations and support both Title I accommodations and facility compliance under the 2010 Standards.

Prioritized action plan:

• Audit facilities against the 2010 ADA Standards, starting with entrances, routes, doors, ramps, restrooms, parking, and common areas.

• Write/update a reasonable accommodation policy that explains eligibility, the interactive process, typical timelines, documentation needs, and confidentiality.

• Designate an ADA coordinator and train HR, facilities, and people managers on the interactive process and documentation.

• Budget barrier removal with phased schedules and use the IRS Disabled Access Credit and Barrier Removal Deduction.

• Implement an internal request/complaint pathway with acknowledgment within a prompt window (many organizations target 7–14 business days for initial responses).

• Monitor and maintain—e.g., re-stripe parking, test door openers, keep routes clear, and inspect temporary accommodations for safety.

Employer checklist (with rough cost tiers):

• Replace noncompliant door hardware with lever handles (low).

• Bevel or replace high thresholds (low).

• Rearrange furniture to maintain 36-inch routes (low).

• Install or tune automatic door openers at primary entrances (moderate).

• Re-stripe and sign accessible and van-accessible parking (low to moderate).

• Install modular ramps or platform lifts to address level changes (moderate to high, depending on configuration).

• Retrofit restrooms with grab bars, accessible sinks, and hardware (moderate); widen doors or reconfigure stalls if needed (higher).

• Purchase adjustable-height desks and accessible AV/assistive listening systems (low to moderate).

• Update signage to include tactile and braille where required (low to moderate).

• Establish a written accommodation log and decision letter templates (low).

Internal documentation to standardize: Accommodation request log (date received, requested mod, docs received, decision date, implementation status); facility audit findings and remediation plan; accommodation decision letters outlining effective options and timelines. For broader policy hygiene that reduces ADA risk, review HR policy best practices alongside resources like mental health workplace accommodation guides.

Use official ADA information and technical assistance at ADA.gov to align language and procedures with federal guidance.

Enforcement, Remedies, and What to Do If an Employer Fails to Act

Internal escalation first: If an accommodation request stalls, escalate to HR leadership or the ADA coordinator. If a safety hazard is involved (e.g., blocked exits, dangerous ramps), consult your safety policy and consider reporting to OSHA in parallel.

Formal federal options:

• EEOC (Title I employment): For failures to accommodate, discrimination, or retaliation, file a charge with the EEOC. See how to file an EEOC charge for deadlines and steps. Filing windows vary (often 180 or 300 days depending on state/local laws).

• DOJ (Title III/public accommodations): For certain physical-barrier issues in places of public accommodation connected with a workplace, you may submit a complaint to DOJ—see the DOJ complaint process.

Potential remedies can include injunctive relief requiring changes to facilities or policies, reasonable accommodations going forward, back pay or damages in some Title I cases, and civil penalties under Title III when the DOJ enforces public-accommodation violations. See general enforcement and technical assistance at ADA.gov.

Recommended evidence package before filing: Copies of your written requests, meeting notes, timelines, emails, photos and measurements of barriers, and any cost estimates or alternative proposals you offered. If EEOC filing is your path, an overview of filing an EEOC complaint may help you prepare.

If your disability arose from a workplace injury, consider how return-to-work accommodations intersect with workers’ comp. The ADA still applies, as explained in ADA and workers’ compensation interaction.

Case Studies and Real-World Examples

Employee-request success story: A project manager with mobility impairments requested an adjustable-height workstation and a reserved van-accessible parking space near the accessible entrance. The employer engaged promptly, re-striped a van space with a 96-inch aisle and proper 60-inch sign height, and delivered an adjustable desk. The changes reduced lateness and physical strain, improved performance, and cost less than anticipated thanks to the Disabled Access Credit. This kind of quick, cooperative solution mirrors best practices you frequently see in EEOC education materials collected on the EEOC newsroom.

Barrier-removal with cost/time trade-offs: A warehouse had a 5-step entry to its break room. A permanent ramp required structural changes and permits. As an interim step, the employer installed a compliant modular ramp with handrails and landings (1:12 slope, 36-inch width, 60-inch landings) and reconfigured the break area to maintain 60-inch turning space. In phase two, the company re-graded the exterior route to create a gentler, permanent accessible path. The staged approach balanced cost and speed while meeting core ADA ramp and route specifications in the 2010 Standards.

Enforcement example: Federal enforcers routinely resolve cases by requiring physical accessibility and policy changes under ADA Titles I and III. The DOJ’s public announcements—see the DOJ press releases page—regularly include settlements that require barrier removal, improved signage, and accessible routes, while the EEOC newsroom highlights outcomes for failures to accommodate under Title I, including reinstatement, training, and monetary relief.

Additional Resources and Official Links

• ADA homepage (general info and technical assistance)

• 2010 ADA Standards for Accessible Design (technical specs & PDF)

• EEOC — Title I ADA statute summary (employment coverage)

• EEOC guidance on reasonable accommodation (how to decide undue hardship)

• Access Board (technical assistance and standards)

• How to file an EEOC charge (deadlines and process)

• How to file a DOJ ADA complaint (public-accommodation barrier concerns)

• Job Accommodation Network (JAN) (practical accommodation examples)

• IRS Disabled Access Credit (small-business support)

• IRS Architectural and Transportation Barrier Removal Deduction (tax deduction for barrier removal)

Conclusion

Workplace accessibility ADA requirements blend practical building standards with a collaborative employment process. Top takeaways: audit entrances, routes, restrooms, ramps, and parking against the 2010 Standards; respond promptly to requests through an interactive process; document decisions and interim measures; use IRS incentives to stretch budgets; and leverage official ADA, EEOC, and Access Board resources to keep policies and facilities current. Prioritizing employer accessibility obligations strengthens inclusion, reduces legal risk, and advances ADA facility compliance employer goals.

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FAQ

Do small employers have to make restrooms accessible?

Yes. Employers must ensure employees have access to an accessible restroom. In new or altered spaces, restrooms must meet the 2010 ADA Standards; in existing facilities, the employer must remove barriers where readily achievable or provide effective alternatives. An employer must provide accessible restroom access without delay. See 2010 ADA Standards and ADA.gov.

Can an employer make me pay for a ramp?

No. Accommodations are an employer responsibility unless they can show undue hardship. If a permanent ramp is costly, the employer should consider temporary or phased solutions. See EEOC’s undue hardship guidance and the ramps chapter of the 2010 Standards.

How long should I wait for an employer response to an accommodation request?

The ADA sets no fixed federal deadline, but employers should respond promptly and begin the interactive process quickly. Many aim to acknowledge requests within 7–14 business days where feasible. See the EEOC’s reasonable accommodation guidance.

What if parking is off-site?

If the employer provides or controls off-site parking used by employees, accessible spaces should still be provided as required and placed on the shortest accessible route to an accessible entrance. Employees may request accessible parking workplace accommodations such as a reserved space or an accessible drop-off plan. See the parking sections of the 2010 Standards.

Are temporary fixes okay?

Yes—if they are effective, safe, and promptly implemented while permanent changes are planned. Examples include a modular ramp, reserved near-door parking, or interim accessible restroom access. Document timelines and communicate clearly. See ADA.gov for technical assistance.

Who enforces ADA building standards?

The DOJ enforces Titles II and III and provides technical assistance; the U.S. Access Board develops and maintains design standards. For job-related accommodations under Title I, the EEOC enforces employment rights. See the Access Board, ADA.gov, and EEOC Title I summary.

What are typical low-cost physical accommodations?

Lever handles, door pressure adjustments, restriping an accessible space, temporary signage, furniture rearrangement for 36-inch routes, portable assistive listening devices, and moving a workstation closer to an accessible restroom or entrance. See JAN and EEOC accommodation guidance.

Does state law provide more protection?

Often yes. Many states and localities set higher accessibility or accommodation standards and longer filing deadlines. Check your state and local rules in addition to federal ADA requirements. If filing a charge, review EEOC filing steps and consider additional state agency options.

What should employers document during the interactive process?

Record the request date, barriers identified, options considered, decisions, timelines, interim measures, and final implementation. This helps prove compliance with employer accessibility obligations and supports workplace accessibility ADA requirements defensibility. See ADA.gov and EEOC guidance.

Where can employees learn more about ADA accommodations?

Use official resources and practical guides: ADA.gov, EEOC Title I, JAN, and detailed overviews like ADA reasonable accommodations and disability discrimination workplace rights.