Are employers required to provide reasonable accommodations to disabled employees in terms of job duties?

Yes, employers in California are required to provide reasonable accommodations to disabled employees in terms of job duties. The California Fair Employment and Housing Act (FEHA) defines reasonable accommodation as any modifications or adjustments to the workplace that would allow the disabled employee to perform the essential duties of the job. This includes making changes to the way a job is usually done, providing access to the workplace or activities, or providing equipment that the disabled employee needs to perform the job. Reasonable accommodations depend on the individual needs of the employee and may include changes in job duties, restructuring work schedules, working from home, or providing special equipment or aids. An employer is not required to provide accommodations that would impose an undue hardship on its business operations, such as causing additional financial or administrative burdens. Employers also must make sure that their workplace is free of physical and environmental barriers that could impede a disabled employee’s performance. This includes ensuring access to restrooms, providing ramps and elevators, installing visual alarms and easier door handles, and providing adjustable workstations. It is important to note that employers should not ask an applicant or employee about their disability or ask them to provide medical records. An employer should only request such information if it is necessary for providing reasonable accommodation.

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Are employers required to provide reasonable accommodations to disabled employees in terms of job duties?

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