Leave as a Reasonable Accommodation: Ensuring Workplace Inclusivity

Learn about leave as a reasonable accommodation under the ADA, including eligibility, employer responsibilities, and how Waltman Employment Law can assist you in navigating these complex issues.

rs badge min
el product min
bl b min

If you are facing a serious medical condition and need time off from work, knowing your rights is important. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified individuals with disabilities, which can include granting leave.
Accommodations can be more than just extended time off; they might also involve intermittent leave based on your medical needs. The critical factor is whether your requested leave imposes an undue hardship on your employer, taking into account factors like financial resources and operational impact. This ensures a balance between your health needs and your employer’s business considerations.
Knowing your rights and your employer’s obligations under the ADA empowers you to confidently request the accommodations you need. At Waltman Employment Law, we are committed to employment law, guiding employees through these complex issues to ensure fair and lawful workplace practices.

Understanding Leave as a Reasonable Accommodation

Taking leave as a reasonable accommodation under the Americans with Disabilities Act (ADA) means you can get time off to manage your disability, helping you perform your job without discrimination.

There are two main types of leave: paid and unpaid. Employers might need to change their usual leave policies to accommodate your request unless it causes undue hardship for the company.

Engaging in an open dialogue with your employer is crucial. This interactive process helps determine the necessary accommodations, including intermittent or extended leave beyond what the Family and Medical Leave Act (FMLA) offers.

Taking leave allows you to manage serious medical conditions and get medical treatment without fearing job loss. Employers need to evaluate the effectiveness of these accommodations to ensure equal employment opportunities.

Key Factors

  • Disability: A physical or mental impairment that significantly limits major life activities.
  • Reasonable Accommodation: Adjustments or modifications to help you perform essential job functions.
  • Undue Hardship: Significant difficulty or expense for the employer caused by the accommodation.

Leave Requests

Leave requests must be supported by medical documentation that specifies your disability and the necessity for leave.

Policies and Practices

Employers should review their workplace policies, including any that require employees to be 100% healed before returning to work, to ensure compliance with the ADA. Flexibility in scheduling and leave policies is essential for maintaining an accessible work environment.

At Waltman Employment Law, we can help guide you through these complex issues to ensure fair and lawful workplace practices.

Eligibility for Leave as a Reasonable Accommodation

Under the Americans with Disabilities Act (ADA), employees with disabilities are entitled to reasonable accommodations, including medical leave. Here’s what you need to know:

Qualified Employees

To qualify for leave under the ADA, you must be able to perform the essential functions of your job, with or without accommodation. Essential functions are the core duties of your position.

Documentation Requirements

You need to provide documentation from a healthcare provider that details your disability and the need for leave. This documentation helps validate your request and ensures compliance with ADA standards.


Both the ADA and the Family and Medical Leave Act (FMLA) allow for medical leave, but they have different criteria. The FMLA grants 12 weeks of unpaid leave for serious medical conditions but has specific eligibility requirements, such as employer size and your length of employment.

Employees Not Eligible for FMLA

If you don’t qualify for FMLA, you might still be eligible for leave under the ADA. For example, even if your employer has fewer than 50 employees, ADA provisions still apply to accommodate disabilities.

Common Disabilities Requiring Leave

Some disabilities that might require leave include severe chronic illnesses, mental health disorders, and recovery periods after surgery. Supporting these conditions through leave is crucial for compliance and your well-being.

Unpaid Leave Provisions

If your employer’s paid leave policies don’t cover your request, they may offer unpaid leave. This helps you manage your disability without financial strain.

Understanding these eligibility nuances supports employees while meeting legal requirements, enhancing workplace inclusivity and promoting a healthier, more productive environment.

Common Challenges and Solutions

Medical Documentation: Obtaining proper medical documentation to validate your need for leave can be difficult due to various constraints, such as appointment availability or healthcare provider delays. 

  • Solution: Ask your healthcare provider for clear and timely documentation. Use checklists or guidelines provided by your employer to ensure you include all necessary information.

FMLA and ADA Interaction: Understanding the differences between the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) can be confusing, making it hard to know your rights. 

  • Solution: Educate yourself on both FMLA and ADA provisions. Seek guidance from HR or legal advisors, such as Waltman Employment Law, to understand how these laws apply to your situation.

Leave Policies: Standard workplace leave policies may not account for the need for extended or repeated leave, leading to confusion or wrongful denial of accommodations. 

  • Solution: Request that your employer modify leave policies to be more accommodating. Provide them with examples or suggestions on how to structure flexible leave terms.

100% Healed Policies: Some employers mistakenly believe you must be fully recovered before returning to work, which can lead to delays in returning. 

  • Solution: Inform your employer about ADA regulations that allow for a return to work with reasonable accommodations, even if you are not 100% healed. Provide medical documentation that outlines any ongoing limitations and necessary accommodations.

Interactive Process: Engaging in an effective interactive process with your employer can be challenging, often leading to misunderstandings or feeling that your needs are not adequately addressed. 

  • Solution: Maintain clear and transparent communication with your employer. Document every step of the interactive process and regularly check in to address any concerns or adjustments needed.

Extended Leave: There may be concerns that taking extended leave could lead to indefinite leave requests, which might impact your job security. 

  • Solution: Set clear expectations and duration for your leave, and agree on regular check-ins with your employer to discuss your status and any changes in your medical condition.

Recuperation and Accessibility: Balancing your recuperation period with workplace demands can be challenging, and ensuring accessibility during your recovery may also be difficult. 

  • Solution: Request flexible work arrangements such as part-time jobs or remote work options to accommodate your recovery needs. Discuss any necessary adjustments to your work environment to ensure accessibility.

By addressing these challenges with clear solutions, you can better manage your disabilities while ensuring your rights are respected under California and federal law.

How Waltman Employment Law Can Help

Navigating the details of the ADA can be overwhelming for employees. At Waltman Employment Law, we focus on ensuring ADA compliance and protecting you against discrimination. Our team is here to help you understand your rights and get the accommodations you need.

We assist employees in requesting reasonable accommodations, such as adjusting work schedules or job tasks. Our services include detailed consultations to create strategies that meet ADA requirements while respecting your individual needs.

If you’re facing challenges with your employer about requests for leave as a reasonable accommodation, we can help. We explain how your rights under the ADA overlap with other regulations, such as the Family and Medical Leave Act (FMLA), so you can be well-informed.

If you need guidance or protection, contact us today for comprehensive support and legal assistance.