Employers often receive accommodation requests from employees with disabilities. While businesses must comply with the law, there are situations where an accommodation request may be denied.
Understanding when and why a request can be refused is essential for ensuring compliance while maintaining an efficient and diverse workplace. Here’s a brief overview.
Legal obligations of Minnesota employers
Under the Americans with Disabilities Act (ADA) and Minnesota Human Rights Act (MHRA), employers with 15 or more employees must provide reasonable accommodations to qualified individuals with disabilities. These accommodations help employees perform essential job functions. However, employers are not required to provide a requested accommodation if it creates an undue financial hardship or if the employee is not otherwise qualified for the position.
When can an employer deny an accommodation?
An employer can deny a reasonable accommodation request if:
- It causes undue hardship: If the accommodation is too costly or significantly disrupts business operations, an employer may deny it. However, employers must consider company resources before making this decision.
- It removes essential job functions: Employers are not required to eliminate essential duties. The accommodation must allow the employee to perform their job — not change the job itself.
- It poses a safety risk: If the request puts the employee, co-workers or customers at risk, the employer may deny it.
- There are better alternatives: Employers can propose alternative accommodations that are effective but less disruptive.
Employers must take reasonable accommodations seriously, but they are not obliged to accept them if they cause undue hardship. Disputes over the refusal of accommodation requests can be complex. To help ensure that you’re in compliance with the law, it is in your best interests to seek legal guidance.