Courts and regulators keep reminding employers: if an employee previously performed the role remotely, it’s harder to claim that remote work now causes undue hardship or that on-site presence is always “essential.” Recent analyses highlight fact-specific reviews of job duties, past arrangements, and documented outcomes.
What HR should do now:
- Define “essential functions” in writing, and keep them current.
- Document prior remote/hybrid stints (what worked, what didn’t, productivity and safety metrics).
- Run a real interactive process: explore partial remote days, temporary trials, or phased schedules before defaulting to “no.”
How ConnectBridge helps: track restrictions, trials, and check-ins in one case file—so Legal, HR, and managers see the same facts when evaluating ADA requests.