Reasonable Accommodations for Disabilities

New Jersey Reasonable Accommodation Lawyers

If you are struggling to perform your job duties due to a medical condition or disability, you may be entitled to help under the law. New Jersey law requires employers to provide reasonable accommodations to employees with disabilities. These accommodations are designed to help you perform your job without removing essential responsibilities or placing an undue burden on your employer.

At Rabner Baumgart Ben-Asher & Nirenberg, P.C., our Bergen County employment lawyers help employees like you assert your rights and request the support you need to stay employed and give you the best chance to thrive in the workplace.

What Qualifies as a Reasonable Accommodation?

A reasonable accommodation is any change to the work environment, job duties, or schedule that allows an employee with a disability to perform the essential functions of their job. The law does not require employers to remove core responsibilities, but it does expect them to make adjustments, when possible.

Depending on the circumstances, common examples of reasonable accommodations can include:

• Allowing you to work from home on a part-time or full-time basis
• Modifying your work schedule or allowing part-time hours
• Providing unpaid medical leave for treatment or recovery
• Reassigning non-essential or marginal job tasks
• Adjusting the way certain tasks are performed
• Offering assistive devices or ergonomic equipment
• Providing interpreters or readers for vision or hearing impairments
• Reassigning you to a vacant position if you no longer can perform your current job
• Making exceptions to certain workplace policies that interfere with your disability

Every accommodation must be tailored to the individual’s specific situation. That is why the law requires a collaborative approach between you and your employer.

The Legal Standard: What Makes an Accommodation Reasonable?

While the law requires employers to accommodate disabilities, there are limits. Employers are not required to provide accommodations that create an undue hardship, meaning a significant difficulty or expense relative to the size and resources of the business.

Key factors include:

• Cost vs. Benefit: The cost of the accommodation has to be proportionate to the value of the work performed. As a result, a higher-salaried employee may be entitled to a more expensive accommodation than someone earning minimum wage.
• Company Size: Larger companies typically have more resources and may be required to offer more expensive accommodations than smaller businesses.
• Job Duties: Employers do not have to remove essential functions, but they may need to restructure or even not require marginal tasks.
• Duration: Temporary accommodations are more likely to be considered reasonable than permanent changes with indefinite timelines.

Whether an accommodation is legally required depends heavily on the context. Our New Jersey reasonable accommodation lawyers can help you evaluate what your employer is required to provide under state and federal law.

Your Right to an Interactive Process

Once you request a workplace accommodation, your employer is legally obligated to engage in what is called the “interactive process.” This means it must communicate with you in good faith about your needs and potential solutions. You may be asked to provide medical documentation, or to discuss potential alternative accommodations to determine if they would work for your situation.

Notably, the law does not require the employer to agree to the exact solution you propose. Rather, they must offer an effective accommodation that allows you to do your job—if one exists.

When employers fail to participate in this process or refuse a reasonable solution, they may be engaging in unlawful disability discrimination.

Reasonable Accommodations for Pregnancy and Related Conditions

New Jersey law also requires reasonable accommodations for pregnancy, childbirth, and related medical conditions. This includes accommodations for breastfeeding and postpartum recovery, even if you do not have a pregnancy-related disability.

Employers must treat pregnancy-related needs the same way they treat any temporary medical condition. If you need time off, modified duties, or another adjustment due to pregnancy, you may have a legal right to that support.

Religious Accommodations Are Also Protected

In addition to disabilities and pregnancy, employees also are entitled to reasonable accommodations for their religious beliefs and practices. These may include time off for religious observances, exceptions to dress codes, or adjustments to work schedules.

When to Speak to a New Jersey Reasonable Accommodation Attorney

If your employer denied your request for an accommodation or failed to engage in the interactive process, then you may have a legal claim. Our experienced team of Bergen County discrimination lawyers at Rabner Baumgart Ben-Asher & Nirenberg, P.C. has helped many employees obtain accommodations that allowed them to stay in their jobs. We also represent individuals who were wrongfully terminated, demoted, or forced to resign after they were denied an accommodation they needed.

You do not need to figure this out alone. We are here to explain your rights and help you take the next step.

Call Rabner Baumgart Ben-Asher & Nirenberg, P.C. to Speak with a Bergen County Employment Law Attorney

To speak with a New Jersey reasonable accommodation lawyer, please contact Rabner Baumgart Ben-Asher & Nirenberg, P.C. today. Call us at (201) 777-2250 or reach out online to schedule a consultation. We offer remote and in-person appointments and are ready to advocate for your rights.