Employee Rights and Responsibilities Under the ADA

The Americans with Disabilities Act (ADA) is one of the most important civil rights laws in the United States. It protects people with disabilities from discrimination at work, in public places and in government services. But what does it actually mean for you on the job? This DNL Live episode breaks down employee rights and responsibilities under the ADA in plain language.

Your rights at work

Under the ADA, employers with 15 or more employees cannot discriminate against a qualified person because of a disability. That covers hiring, firing, pay, promotions, training and benefits. If you can do the main parts of the job — with or without a reasonable accommodation — your disability cannot legally be held against you.

A reasonable accommodation is a change that helps you do your job. Examples include a screen reader, a flexible schedule for medical appointments, a quiet workspace, an accessible desk or written instructions instead of spoken ones. Most accommodations cost little or nothing.

Your responsibilities

The ADA is a two-way street. To get an accommodation, you usually need to ask for it. Your employer is not required to guess. You do not have to share your full medical history, but you may need to explain how your disability affects your work and what change would help. The best approach is a simple, honest conversation — often called the interactive process — where you and your employer work out a solution together.

You also remain responsible for meeting the real requirements of the job, like performance standards and workplace conduct rules, once reasonable accommodations are in place.

If something goes wrong

If you believe you have faced discrimination at work, you can file a charge with the Equal Employment Opportunity Commission (EEOC). There are time limits, so do not wait. Disability Network Lakeshore can also help you understand your options through our free Advocacy services, and our ADA Concierge Services help employers get accessibility right from the start.

Keep in mind that timing is flexible: you can request an accommodation when you apply, on your first day or years into the job — whenever a need appears. Conditions change, and so can accommodations.

One more tip: put your accommodation request in writing, even a short email. You do not need legal language — just say what you need and why it will help you do your job. A written note creates a clear record, helps your employer respond quickly and protects you both if questions come up later.

Why knowing your rights matters

Understanding the ADA before a problem comes up puts you in a stronger position. When you know what you are entitled to and how to ask for it, you can speak up early, calmly and with confidence. Keep this episode bookmarked, share it with a coworker who could use it, and reach out to our team any time you want to talk through your own situation.

Watch more episodes on the DNL Live hub, or call (616) 396-5326 to talk with our team.