In Connecticut, employment law mandates that businesses provide reasonable accommodations to employees with disabilities to make sure they have equal opportunities in the workplace. These accommodations are designed to support workers in performing essential job functions without imposing undue hardship on employers. However, the definition of what constitutes a "reasonable accommodation" and the legal obligations of employers can sometimes be unclear.

This article explores the legal framework surrounding reasonable accommodations in Connecticut, common examples, employer responsibilities, and what employees can do if their accommodation requests are denied.

Legal Framework: The Americans with Disabilities Act and Connecticut Law

At the federal level, the Americans with Disabilities Act (ADA) governs workplace accommodations for employees with disabilities. The ADA requires employers with 15 or more employees to make adjustments to workplace policies, procedures, and physical environments to accommodate individuals with disabilities unless doing so would cause undue hardship.

Connecticut law offers even stronger protections through the Connecticut Fair Employment Practices Act (CFEPA), which applies to employers with three or more employees—a broader coverage than the ADA. The CFEPA also includes protections for pregnant workers and individuals with temporary medical conditions, further strengthening the state's commitment to workplace inclusivity.

Employers must actively participate in a collaborative process with employees who request accommodations, working collaboratively to identify potential solutions that allow the employee to continue performing their job.

What Qualifies as a Reasonable Accommodation?

A reasonable accommodation is any adjustment or modification that helps an employee with a disability to perform their job without fundamentally altering the nature of the work or imposing excessive financial or operational burdens on the employer.

Examples of reasonable accommodations include:

• Modified Work Schedules – Allowing an employee to adjust their start or end times due to medical treatment or limitations related to their disability.
• Ergonomic Adjustments – Providing standing desks, specialized chairs, or ergonomic keyboards to support physical needs.
• Job Restructuring – Reassigning non-essential job duties or modifying responsibilities that an employee cannot perform due to their disability.
• Remote Work Options – Allowing employees to work from home if their medical condition prevents them from commuting or working in an office environment.
• Assistive Technologies – Providing screen readers, speech-to-text software, or other adaptive tools for employees with visual or hearing impairments.
• Medical Leave Extensions – Offering additional unpaid leave beyond standard company policies if an employee needs extra time for treatment or recovery.
• Service Animals and Support Devices – Permitting employees to bring service animals into the workplace or use mobility aids as necessary.

These accommodations are not limited to physical disabilities; they also apply to mental health conditions such as anxiety disorders, depression, and post-traumatic stress disorder (PTSD), as long as they significantly impact major life activities.

What Is Considered an Undue Hardship?

Employers are required to accommodate disabled employees unless doing so would result in an undue hardship. This means the accommodation must not impose excessive financial costs or disrupt business operations to an unreasonable degree.

Courts and regulatory agencies evaluate undue hardship on a case-by-case basis, considering:

• The cost of the accommodation relative to the employer's resources
• The size and financial stability of the business
• The nature of the business operations and workplace structure
• Whether the accommodation significantly disrupts workflow or other employees

For example, a small business with limited funds may not be expected to implement extensive building renovations, whereas a large corporation may be required to provide extensive accessibility modifications.

How to Request a Reasonable Accommodation

Employees seeking workplace accommodations should follow these steps:

1. Notify the Employer – Employees must tell their employer of their need for an accommodation. This does not require disclosing a specific diagnosis, but employees should explain how their condition affects their ability to perform job duties.
2. Provide Supporting Documentation – Employers can request medical documentation from a licensed healthcare provider outlining the necessity of the accommodation.
3. Engage in the Interactive Process – The employer and the employee must discuss potential accommodations and determine what modifications are feasible.
4. Receive a Response from the Employer – The employer must approve, modify, or deny the request and provide a justification if denied.
5. Seek Legal Remedies if Necessary – If an employer unlawfully denies a request, employees are able to file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO) or the Equal Employment Opportunity Commission (EEOC).

What to Do If Your Accommodation Request Is Denied

Denial of an accommodation request does not always mean discrimination, but employees should be aware of their legal rights. If an employer refuses to offer a reasonable accommodation without a valid justification, employees may take the following steps:

• Request a Written Explanation – Employers should clarify the reasons behind the denial and explore alternative solutions.
• File a Complaint – Employees can submit a claim with the CHRO or the EEOC if they believe their rights have been violated.
• Consult a Legal Professional – Employment attorneys specializing in disability rights can help employees challenge unlawful denials and seek appropriate remedies.

Connecticut's Expanding Protections for Employees

Connecticut continues to strengthen protections for workers who need accommodations. Recent legislation has expanded coverage for pregnant workers, those with chronic illnesses, and individuals recovering from injuries. This proactive approach ensures that employers recognize their legal obligations and foster inclusive workplaces.

Additionally, as remote and hybrid work models become more common, many legal experts anticipate further refinements to Connecticut's employment laws regarding work-from-home accommodations for individuals with disabilities.

Conclusion

Understanding reasonable accommodations under Connecticut employment law is essential for both employees and employers. While the ADA and CFEPA establish clear guidelines for workplace adjustments, disputes often arise regarding what constitutes a reasonable request versus an undue hardship. Employees who require accommodations should communicate their needs proactively, provide supporting documentation when necessary, and be prepared to advocate for their rights.

Need Legal Help? Brandon J. Broderick, Attorney at Law is One Phone Call Away

If you are facing any of these workplace issues, don’t wait to take action. At Brandon J. Broderick, Attorney at Law, we are committed to advocating for employees and ensuring they receive the legal protection they deserve. Our legal team will fight for your rights, whether through negotiation or litigation.

Call us today for a free consultation to discuss your case.