Here are a few important things to know about the Americans with Disabilities Act (ADA) and related workplace protections.
About the ADA
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A new perspective on disability facts and figures. Approximately 57 million Americans report having a disability. Those numbers illustrate how common disability is across the population and the importance of accessible services, transportation, workplaces and public programs.
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Breaking down the ADA. The ADA and its later amendments cover several areas of public life and employment to protect people with disabilities from discrimination and to require reasonable access and accommodations.
The ADA covers five areas:
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Title I. Applies to employers (generally those with 15 or more employees) and requires equal treatment in hiring, compensation, promotions and other employment practices, including providing reasonable accommodations when needed.
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Title II. Covers state and local government services and programs, requiring accessibility and effective communication for people with disabilities.
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Title III. Applies to public accommodations and commercial facilities (like restaurants, hotels, stores and private medical offices), requiring access, removal of barriers and effective communication.
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Title IV. Relates to telecommunications and access to telephone and related services for those with hearing and speech disabilities.
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Title V. Contains miscellaneous provisions, clarifies interactions with other laws, and defines certain terms used in the ADA.
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Job accommodations. Reasonable accommodations help employees perform essential job functions. Examples include modified workstations, flexible scheduling, assistive equipment, reserved parking and periodic rest breaks. Many accommodations cost little or nothing to implement.
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Rights of pregnant workers. Protections for pregnancy and pregnancy-related conditions come from multiple laws and may allow reasonable accommodations for pregnancy-related impairments. Some states and cities also require pregnancy accommodations beyond federal requirements. If you believe you faced discrimination, contact the appropriate enforcement agency for guidance.
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Technology and the ADA. Accessible technology can be used by people with a wide range of abilities; assistive technology helps individuals perform tasks they otherwise could not. Public entities are generally required to provide or make available assistive devices when needed to access programs and services.
For more information on disability and insurance topics, see Disability, Special Needs & Insurance: Workplace Rights, Planning, and Claims.
For HR-focused resources and workplace guidance, see HR Webinar Insights and Business Challenges.
To learn about individual protection options, see Personal Disability Insurance. If you need personalized help, talk to an agent.
Frequently Asked Questions
What types of employers does the ADA cover?
The ADA generally applies to private employers with 15 or more employees, state and local governments, and places of public accommodation.
What is a reasonable accommodation?
A reasonable accommodation is a change or adjustment to a job, the work environment, or how tasks are performed that enables a qualified individual with a disability to perform essential job functions.
Are pregnancy-related conditions covered by disability protections?
Pregnancy itself is not usually classified as a disability, but pregnancy-related impairments may qualify for protections and reasonable accommodations under applicable laws.
How can I request an accommodation at work?
Make a clear request to your employer or HR department describing the limitation and suggested adjustments; employers may engage in an interactive process to identify appropriate accommodations.