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Employers: Take Note of The EEOC’s Accommodation Recommendations for Federal Employees

06 Feb

Update Applicable to:Effective date
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What happened?

The Equal Employment Opportunity Commission (EEOC) published an article that, although directed to the federal government, all employers should review it for insight. 

What are the details?

The EEOC published an article in which it makes a series of recommendations based on external sources and court decisions.

The article focuses on accommodations (for the Federal Government) that improve access to job facilities, physical spaces, and information technology. Private sector employers may be held to the same accommodation principles discussed in the article.

When an employee requests an accommodation, their employer must engage in a process to consider and respond appropriately to their needs. This includes physical facilities as well as information and communication technologies (ICT). However, the decision to approve or deny accommodations must be made on a case-by-case basis in accordance with the law without imposing an undue burden or hardship on the employer.

Topics include:

1. Accessibility in facilities

2. Information and Communication Technologies

Business Considerations 

  • Create or update your policies and practices following the cases and suggestions provided in the EEOC article. 
  • Conduct a detailed assessment to ensure all areas of your company premises are accessible to individuals with disabilities. Consult the regulations (Link, Link 2), the barrier removal checklist, and the comprehensive worksite accessibility guide covering all areas of a worksite (Link).


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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