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If you haven’t required supervisors to get HR involved in the approval process, you should. A supervisor’s informal accommodation can backfire otherwise, making it very hard to revoke the accommodation. That’s what happened in one recently filed lawsuit.

Here’s what you need to do before claiming that approving religious accommodations would create an undue burden.

A recent 11th Circuit decision highlights that offering reassignment instead of extending medical leave can be a reasonable accommodation under the ADA when the reassignment fits the employee’s restrictions and the circumstances. The court said the employer acted lawfully by offering another available position rather than more leave, which the employee declined.

At least three federal laws provide time off for employees during and following pregnancy—good news for new mothers, bad news for the confusion it causes employers. A recent case highlights how complicated it can become.

If an employee is on FMLA leave and receives reasonable accommodations, then undergoes another separate procedure before that 12 weeks ends, what are the employer’s obligations to hold that position or provide more accommodations?

Employers can’t simply look at an injury or disability and conclude that the individual can’t do their job or the one they’re applying for. Employers that set a strict limit based on assumptions about the individual’s abilities violate the ADA whether the employee is disabled or just assumed to be.

October is Disability Awareness Month, and 2025 marks the 35th anniversary of the passage of the Americans with Disabilities Act. What better time to remind managers that the ADA has opened the workplace to disabled individuals by requiring employers to make reasonable accommodations for otherwise qualified applicants and employees?

Yes, you can ask for basic information about a request. That includes having the employee explain what particular religious belief the request is based on. But no, you can’t inquisition the employee on that belief beyond a few basic questions.

The Supreme Court has started the 2025–2026 term, and it looks to be an interesting one for employers. Here’s a breakdown of pending cases and issues.

According to the Department of Justice, employers must allow remote work as a religious accommodation even if they have switched back to a full in-office schedule or never allowed remote work at all. That’s the gist of the DOJ’s Sept. 18 internal guidance for federal agencies that are supposed to be bringing all federal workers back to the office.