Requesting Reasonable Accommodations at Work

If a health condition is making parts of your job difficult, you have the right to ask your employer for reasonable changes at work so you can keep working. These are called "reasonable accommodations." They're protected under the Americans with Disabilities Act (ADA) for employers with 15 or more employees. Some states and cities have laws that cover smaller employers too.

What is a reasonable accommodation?

A reasonable accommodation is any change to your job or workplace that helps you do your work given your medical condition. The accommodation cannot create a major hardship for your employer. A major hardship includes things that would threaten the financial well-being of your workplace or changes to physical work locations that are not permitted due to zoning or other restrictions.  Examples for people with cancer could be:

• A flexible or modified schedule for appointments and treatment.
• Extra or longer breaks.
• Working from home, part-time, or a reduced schedule.
• Additional leave time for treatment or recovery.
• Reassignment of certain tasks, or a temporary change in duties.
• Equipment or physical changes, like a chair or being closer to a restroom.

How to Request Accommodations

1. List out what you need. Think about which parts of your job are hardest right now and what change could help. You don't need a formal diagnosis or medical language. You just need to be clear about the problem and offer a reasonable solution.
2. Talk to your employer. You can ask your manager, supervisor, or Human Resources (HR) about accommodations. You can start with: "I have a medical condition and need some changes to do my job." This can be spoken or written, but it helps to follow up in writing (even a short email) so there's a record.
3. Plan for the conversation. Your employer may ask questions or suggest options. This is called the "interactive process." You don't have to accept the first idea if it doesn't meet your needs; you can keep talking about more options. This should be a conversation between you and your employer to come up with solutions together.
4. If you’re having a hard time coming to an agreement with your employer, it is okay to say “these protections are covered by the Americans with Disabilities Act.”
5.  If asked, provide documentation. Your employer can ask for a note from your provider confirming the medical need and how the accommodation would help. They are only entitled to this information as it relates to your job.  They cannot request your full medical history or exact diagnosis.
6. Get the decision in writing. This protects you and creates a clear record of what was agreed to.

Sample Language to Start the Conversation

“I have a medical condition that affects my ability to (describe how the condition impacts your ability to work). I’m requesting a reasonable accommodation. Can we schedule a time to talk through some ideas and options?”

Key Takeaways

• Reasonable accommodations help you stay employed while having serious health issues.
• Always follow your verbal request up in writing, even if it's just a short follow-up email after talking in person.
• If your request is denied, ask why and ask to talk about options. This doesn't have to be the end of the conversation.
• Keep copies of your requests, any documentation, and your employer's responses for your records.

Resources for More Information

• Job Accommodation Network (JAN) — free, confidential guidance on accommodation ideas: askjan.org or 1-800-526-7234
• U.S. Equal Employment Opportunity Commission (EEOC) — eeoc.gov or 1-800-669-4000
• Your oncology social worker can help you think through what to ask for and prepare documentation.