Reasonable Accommodation

What is reasonable accommodation?

Reasonable accommodation is an adjustment or modification to a job, application process, or work environment that enables a qualified individual with a disability to apply, interview, and perform a role on an equal basis, unless it would impose an undue hardship on the employer. In hiring, it commonly means adjusting the application, assessment, or interview process so candidates with disabilities can participate fully. In the U.S., reasonable accommodation is a requirement under the Americans with Disabilities Act (ADA).

Why reasonable accommodation matters

Reasonable accommodation is both a legal obligation and a matter of equal opportunity: without it, qualified candidates with disabilities can be effectively excluded from hiring by barriers unrelated to their ability to do the job. Providing accommodations ensures these candidates can demonstrate their qualifications on a fair basis, which the law requires and fairness demands. It's especially relevant as hiring adds assessments, timed tests, and AI-driven steps, any of which can inadvertently disadvantage candidates with disabilities if accommodations aren't available. Handling accommodation requests properly protects candidates' rights, supports legal compliance, and reflects an inclusive employer. Mishandling them (ignoring requests, or screening out candidates who need adjustments) creates both real harm and significant legal risk.

How reasonable accommodation works

When a candidate requests an accommodation (or a need becomes apparent), the employer engages in an interactive process, a good-faith dialogue to understand the need and identify an effective accommodation. Accommodations in hiring might include extended time or alternative formats for assessments, accessible interview locations or formats, sign-language interpreters, or adjustments to application steps. The employer generally must provide a reasonable accommodation unless doing so would impose an undue hardship (significant difficulty or expense). Requirements, definitions, and processes are governed by law that varies by jurisdiction, so employers handle accommodation requests carefully and consult qualified counsel. The goal is enabling equal participation, not lowering job-related standards.

Example

A candidate requests extended time on a timed online assessment due to a disability. The employer engages in the interactive process, provides the extended time as a reasonable accommodation, and evaluates the candidate on the same job-related criteria as everyone else, removing a barrier unrelated to their ability to do the job.

Best practices

• Make it easy for candidates to request accommodations and respond promptly.

• Engage in a good-faith interactive process to identify an effective accommodation.

• Provide accommodations for application, assessment, and interview steps unless undue hardship applies.

• Keep job-related standards intact; accommodate the process, not the requirements, and consult counsel.

Common challenges

Teams may not recognize accommodation obligations in the hiring stage (not just employment), or may handle requests inconsistently. Balancing accommodation with maintaining job-related standards requires care, undue-hardship determinations are fact-specific, and requirements vary by jurisdiction, so a documented, counsel-informed process matters.

Legal & compliance note

Reasonable accommodation is a legal requirement under the ADA (and analogous laws that vary by jurisdiction). Include the standard legal disclaimer; this is general information, not legal advice. Handle accommodation requests through a documented interactive process and consult qualified counsel.

How uRecruits helps

uRecruits keeps candidate communication and status on the single candidate record, which can help teams track and respond to accommodation requests consistently within the workflow. Employers remain responsible for meeting accommodation obligations and consulting counsel.