EEOC guidance is expanding how employers must evaluate disability under the ADA, with ADHD now clearly in focus. ADHD may qualify when it substantially limits major life activities, placing greater scrutiny on handling accommodation requests in practice. At ConnectBridge, we are seeing increased risk not just in denials, but in inconsistent processes, weak documentation, and breakdowns in the interactive process.
Check out four ways to strengthen ADA compliance:
- Early HR Involvement: Require HR to step in as soon as a condition is disclosed to formally initiate the ADA interactive process and reduce the risk of “regarded as” claims.
- Performance-Based Coaching: Train managers to focus on measurable outputs like deadlines and productivity, and direct all accommodation-related conversations to HR.
- Clear Communication Standards: Prohibit references to performance tied to a medical condition and reinforce neutral, behavior-focused feedback.
- Pre-Termination Review: Implement a mandatory HR review for cases involving disclosed conditions to evaluate documentation, consistency, and potential bias before final decisions are made.
To read more by HRMorning, click here.