Accommodation FAQ
Plain-language answers to the questions that come up most when you ask for a workplace accommodation — grounded in the ADA, with sources cited on every page.
Can my employer ask for a diagnosis?
What counts as reasonable documentation, and how to answer around your functional limitations without naming the condition.
Read →Do I have to disclose my disability?
When disclosure is and isn't required, the trade-offs, and how to do it on your own terms — one person at a time.
Read →Can my employer deny my request?
The narrow, lawful grounds for a denial — undue hardship, essential functions, direct threat — and what to do next.
Read →Can I be fired for asking?
Why requesting an accommodation is protected activity under the ADA, what retaliation looks like, and how to document it.
Read →Does my employer have to pay?
Who bears the cost, why most accommodations are low- or no-cost, and the "undue hardship" exception.
Read →Informational only — not legal advice. Accommodation needs and the law are
fact-specific. For a binding answer, consult the EEOC, a disability-rights organization, or an attorney.