When an employee presents their employer with documented limitations impacting their ability to perform job duties, the employer has a responsibility to engage in an interactive process to determine if reasonable adjustments can be made. These adjustments are aimed at enabling the individual to continue working productively. However, situations may arise where the requested or necessary modifications pose an undue hardship on the business, rendering them infeasible.
The obligation to provide workplace adjustments stems from anti-discrimination laws like the Americans with Disabilities Act (ADA). The purpose of these laws is to prevent exclusion and promote inclusion of individuals with impairments in the workforce. The inability to implement modifications, while not ideal, necessitates a careful assessment of the hardship involved, considering factors like cost, business disruption, and impact on other employees. A thorough and documented review of these factors is crucial.
