If an employee suffers an injury that leads to a disability, the company shouldn’t just fire them. In many cases, they need to make reasonable accommodations so that this person can continue to have gainful employment.
But what should those reasonable accommodations look like? There are many different examples, some of which are noted below.
1. Making physical changes
To start with, the workplace may need to be altered physically so that the person can keep working. The layout may need to be changed, or a wheelchair ramp may need to be installed, for example. Physical modifications may also be necessary in a restroom.
2. Changes to the schedule
Another thing to consider is if the employee needs a specific schedule to work. Maybe they have medical appointments they need to attend on a weekly basis. If they can still perform their job, they shouldn’t be fired just because they need a slightly different schedule than other employees.
3. Assistive technologies
In 2025, there are many different technologies that can be beneficial. Someone with a visual impairment may still be able to use a computer program as long as it has screen-reading software that can audibly read the text for them. If someone has trouble with hearing loss or is deaf, they may not be able to use a phone in a traditional manner, but they could use video phone programs—Facetime, Zoom, Skype, etc—to communicate with their coworkers.
Again, these are just a few examples of how reasonable accommodations can be made. If you believe you have been discriminated against, it is very important to know exactly what legal steps you can take at this time.