What Could Help My Loved One Be Successful at Work? Understanding Job Accommodations

October is National Disability Employment Awareness Month, making it a good time to talk about more than finding a job. It is also a time to think about what can help a person with a disability be successful once they are there.

For some people, the answer may include a reasonable accommodation.

What Is a Reasonable Accommodation?

Under the Americans with Disabilities Act (ADA), a reasonable accommodation is a change or adjustment that allows a qualified person with a disability to apply for a job, perform the essential functions of the job, or have equal access to workplace benefits and opportunities. Accommodations are individualized because the needs of the person and the requirements of the job are different in every situation.

An accommodation does not necessarily mean expensive equipment or a major change to the job.

It might be something simple, such as:

• Written instructions instead of instructions given only verbally
• A checklist or visual schedule for completing tasks
• Additional time to learn a new task
• Breaking a complicated task into smaller steps
• A modified work schedule
• A quieter or less distracting workspace
• Changes to how training materials are provided
• Assistive technology
• A job coach or other support when appropriate
• An alternative way to complete a task

The appropriate accommodation depends on the individual, the job, and the specific barrier.

Start With the Barrier, Not the Diagnosis

One of the most helpful ways families can think about accommodations is to start with the job task rather than the disability diagnosis.

Instead of:

“My son has Down syndrome and needs accommodations.”

Try:

“He has difficulty remembering several verbal instructions at once. Would it be possible to provide the instructions one at a time or in a written checklist?”

Or:

“She does best when she can see what is expected and what comes next. Could we create a simple task checklist she can follow independently?”

This approach helps everyone focus on the same question:

What is getting in the way, and what might help remove that barrier?

Accommodations Can Start Before the First Day

Reasonable accommodations may also be available during the application and interview process. For example, an applicant may need an accessible application format, an adjustment to an interview, or another modification that allows them to participate in the hiring process.

This is especially important for young adults who are beginning to explore employment.

Families can encourage their loved one to think about:

What helps me communicate?

How do I learn new tasks best?

What makes it easier for me to stay organized?

What environments help me focus?

What support helps me become more independent over time?

These questions can help identify supports before a problem arises.

You Don’t Need the Perfect Answer Before Starting the Conversation

A person does not have to know exactly what accommodation they need before asking for help. The EEOC describes accommodation as an interactive process in which the individual and employer can discuss the barrier and possible solutions. There are also no required “magic words” for making a request.

That means a conversation might start simply:

“I’m having difficulty with this part of the job because of my disability. I’d like to talk about whether there is a change that could help me perform this task successfully.”

The employer and employee can then discuss possible solutions.

An employer may choose an effective accommodation that is different from the employee’s preferred solution, and not every requested accommodation will necessarily be required. The ADA also does not require an employer to remove an essential function of a job or provide an accommodation that would create an undue hardship.

For Families: Think Beyond the First Job

Employment planning is not just about helping someone get hired.

It is about helping them learn what they can do, identify what support they need, and build greater independence over time.

If your loved one is preparing for employment, start paying attention to the things that help them succeed now. Those observations can become valuable information when exploring jobs, participating in transition planning, or talking with an employer.

And if your loved one is already working, it may be worth asking:

Is there something making this job harder than it needs to be?

Sometimes one thoughtful adjustment can make a meaningful difference.

A Simple Three-Step Approach

When you are thinking about employment accommodations, start here:

1. Identify the task.
What does the person need to do?

2. Identify the barrier.
What is making that task difficult?

3. Explore the solution.
What change, support, or tool might help the person perform the task successfully?

You do not have to solve everything at once.

Start with one barrier. Identify one possible solution. Take one step forward.

Helpful Resource

The Job Accommodation Network (JAN) is a free resource that provides guidance to individuals with disabilities and employers about workplace accommodations. Families can explore accommodation ideas by disability, limitation, work function, or type of accommodation.

Job Accommodation Network (JAN)

This article is for general educational purposes and is not legal advice. Employment rights and accommodation requirements can depend on the specific circumstances, employer, and applicable federal and state law. Consider consulting an employment attorney or qualified disability rights professional for advice about a specific situation.