Job Accommodation Network

Recruitment and retention are closely connected, and workplace practices can influence both. The U.S. Department of Labor’s Office of Disability Employment Policy offers employers strategies and resources related to recruit, hire, accommodate, develop, and retain Americans with disabilities. For employers looking to strengthen their talent strategies, these resources offer practical ideas to attract skilled candidates and support workers throughout their careers. Explore ODEP’s resources: https://www.dol.gov/agencies/odep/program-areas/employers/recruitment-retention

Looking for workplace accommodation ideas? The Job Accommodation Network (JAN) Situations and Solutions Finder lets employers and workers explore accommodation scenarios shared by JAN users. Search by disability, limitation, or occupation to discover examples of solutions that have worked in a range of occupations and industries. Use the examples as a starting point for exploring what might work in your own situation. Explore the Situations and Solutions Finder: https://AskJAN.org/sitsol/index.cfm

Distribution center workers perform a wide range of essential tasks, from lifting and moving materials to operating equipment and working in fast-paced environments. The Job Accommodation Network offers practical ideas for accommodating distribution center workers with disabilities while considering essential job functions and workplace safety. Examples include changes to equipment, work methods, job duties, schedules, and the work environment based on an individual worker’s needs. Explore accommodation ideas: https://AskJAN.org/articles/Accommodating-Distribution-Center-Workers-with-Disabilities.cfm

Would you recognize an accommodation request if a worker never used the words “reasonable accommodation?” A Job Accommodation Network resource reminds employers that workers do not have to use specific terminology to request a workplace accommodation. A request may be made in plain language and may involve asking for a change or adjustment at work because of a health condition or disability. For managers and HR professionals, recognizing that a request has been made is an important first step. From there, employers can begin the interactive process and explore possible effective solutions. Read more: https://AskJAN.org/articles/Recognizing-an-Accommodation-Request-Under-the-ADA.cfm

Effective workplace accommodations often start with a conversation. The Job Accommodation Network’s “Sample Accommodation Process for Mental Health Conditions” gives employers a structured, flexible approach for engaging in productive accommodation conversations and identifying possible solutions. The resource can help employers think through the process while keeping communication, confidentiality, and individual needs in focus. Learn more: https://AskJAN.org/mental_health_hub/Sample-Accommodation-Process-Mental-Health-Conditions.cfm

Reasonable accommodation should be part of a well-designed hiring process. The Job Accommodation Network’s “Hiring Process Reasonable Accommodation Flowchart” walks employers through six practical steps, from responding to a request and gathering necessary information to exploring options, implementing an effective accommodation, and monitoring how it works. The resource also addresses protecting confidential medical information. This resource helps employers strengthen accommodation practices throughout recruitment and hiring: https://AskJAN.org/articles/Hiring-Process-Reasonable-Accommodation-Flowchart.cfm

Navigating workplace accommodations can raise a lot of questions: Do I qualify? How do I ask? What information might I need to provide? What happens if an accommodation doesn’t work? The Job Accommodation Network’s “Insights on the Americans with Disabilities Act: Q&A for Workers” offers practical information to help workers better understand the accommodation process. The Q&A covers topics ranging from eligibility and requesting an accommodation to documentation, workplace adjustments, evaluating effectiveness, and options that may be available if a request is denied. Read the Q&A: https://AskJAN.org/guides/Insights-on-the-Americans-with-Disabilities-Act-Questions-Answers-for-Workers.cfm

Good documentation can help employers maintain consistency, support continuity, and keep track of decisions throughout the accommodation process. Keep documentation clear, concise, factual, and respectful. Records may include the accommodation request, relevant discussions, decisions, implementation timelines, and steps taken to evaluate effectiveness. Explore the Job Accommodation Network’s accommodation process guidance and free documentation tools: https://AskJAN.org/toolkit/Documenting-the-Accommodation-Process.cfm

Accessible technology is changing the workplace and expanding what’s possible when it comes to job accommodations[MB1.1][LO1.2][MB1.3]. This Job Accommodation Network resource explores ways AI-driven technologies can support workers in accessing information, communicating, navigating work environments, managing tasks, and performing essential job functions. It also highlights considerations for employers in hiring and other workplace systems. Read: https://AskJAN.org/articles/How-Artificial-Intelligence-Impacts-Workplace-Accommodation.cfm

What can employers do today to better support mental health at work? The Employer Assistance and Resource Network on Disability’s latest Spotlight Q&A with the National Alliance on Mental Illness (NAMI) offers practical guidance for employers looking to strengthen workplace mental health support. NAMI highlights several actions employers can take, including training managers to recognize changes in behavior, encouraging open conversations, protecting confidentiality, and making mental health resources easy to understand and access. Read the Spotlight Q&A: