Are employers obligated to provide reasonable accommodations to disabled employees for physical or mental limitations?

In Massachusetts, employers are obligated to provide reasonable accommodations to disabled employees for physical or mental limitations. This requirement is outlined in the Massachusetts law known as the Massachusetts Anti-Discrimination Law, which states that employers must make reasonable accommodations for known physical or mental limitations of individuals with disabilities who are otherwise qualified to perform the job. Reasonable accommodations can be anything from providing specialized equipment to modified work hours or duties. The employer has the responsibility to provide such accommodations, unless it would be an “undue hardship” for the employer, such as a significant cost burden. It is important to note that the employer is not required to provide a requested accommodation if they can prove that it would be an undue hardship; however, in this case, employers are required to consider alternative accommodations. In addition, employers are prohibited from denying employment or taking any other adverse employment action based on an employee’s disability or need for a reasonable accommodation. Employers must also ensure that applicants or employees are not asked to provide medical information as part of the application process, other than the need to verify the applicant’s ability to perform the job. In short, Massachusetts employers are obligated to provide reasonable accommodations to disabled employees for physical or mental limitations, in accordance with the Massachusetts Anti-Discrimination Law. When necessary, employers have the responsibility to discuss potential accommodations with the employee and provide alternative accommodations in the case of undue hardship.

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Are employers obligated to provide reasonable accommodations to disabled employees for physical or mental limitations?

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