The ADA doesn’t require employers to say “yes” to every accommodation request. It does require them to evaluate each one thoughtfully.
Requests to work remotely continue to be one of the most common and most misunderstood workplace accommodations. While remote work may be reasonable in some circumstances, employers must consider whether an employee can perform the essential functions of the job, with or without the requested accommodation. The answer isn’t determined by policy alone.
ConnectBridge helps employers navigate the intersection of leave management and workplace accommodations with clear workflows, thorough documentation, and individualized decision-making. Those practices not only strengthen compliance but also create a better experience for employees requesting support.
HR Dive outlines four practical considerations for evaluating remote work accommodation requests: Remote work isn’t always a ‘reasonable’ accommodation: 4 tips for employers | HR Dive
