ADA Workplace Accommodation FAQ: Your Questions Answered

If you're considering requesting a workplace accommodation — especially remote work — you probably have a lot of questions before you're ready to move forward. This page answers the most common ones, based on the questions we hear from employees every day.

The Basics

What is an ADA workplace accommodation?

A workplace accommodation is a change to your job, work environment, or how you do your work that allows you to perform your job's essential functions despite a disability. Common examples include remote work, flexible scheduling, a quieter workspace, written instructions, or modified deadlines.

Accommodations are provided under the Americans with Disabilities Act (ADA), which requires employers with 15 or more employees to provide reasonable accommodations to employees with qualifying disabilities.

Who qualifies for an ADA accommodation?

You qualify if you have a physical or mental impairment that substantially limits one or more major life activities. This includes conditions like anxiety disorders, major depression, PTSD, ADHD, chronic pain, autoimmune conditions, and many others.

The legal threshold is lower than most people assume. Your condition doesn't need to be severe or permanent — it needs to meaningfully limit how you perform major life activities like concentrating, sleeping, interacting with others, or regulating your body or emotions.

Does my employer have to approve my accommodation request?

Not automatically, but they must engage in what the law calls an "interactive process" — a good-faith discussion about what accommodation would be effective. They can deny a specific accommodation if it creates "undue hardship," but they must then explore alternatives. They cannot simply ignore your request. See Can My Employer Deny My ADA Accommodation Request? for a detailed breakdown.

Does the ADA cover remote work specifically?

Yes. The EEOC has confirmed that telework can be a reasonable accommodation under the ADA where the employee's disability prevents them from performing the job on-site and the job can be performed remotely without undue hardship. The surge of successful remote work during 2020–2022 makes it much harder for employers to argue that remote work isn't feasible for most professional roles.

The Documentation

Why do I need a letter from a provider?

Your employer is entitled to request documentation confirming that you have a qualifying disability and that the accommodation is medically necessary. Without professional documentation, they can legally deny your request. A properly written letter from a licensed provider closes that gap and initiates the interactive process.

What does an accommodation letter need to include?

A valid accommodation letter must: (1) confirm you have an impairment that substantially limits major life activities, (2) identify which activities are limited and how, (3) explain how those limitations affect your work specifically, and (4) recommend the accommodation and explain why it addresses your limitations. It must be on professional letterhead from a licensed provider with their credentials and license number.

Letters that just say "this patient has anxiety and should work from home" are routinely rejected. The connection between your specific limitations and the specific accommodation requested is what makes a letter enforceable.

Can my therapist write my accommodation letter?

Maybe — but many therapists don't write accommodation letters as a standalone service, and many who do aren't familiar with the ADA-specific documentation standard. Letters from providers unfamiliar with this format are often rejected by HR. If your current provider is comfortable writing this type of documentation and understands ADA requirements, that's a good option. If not, WorkWell Evals provides this service specifically.

Do I need to disclose my diagnosis to my employer?

No. Your employer is entitled to documentation that confirms a disability exists and that an accommodation is necessary — not your specific diagnosis, medical records, or clinical history. A well-written letter describes functional limitations without necessarily identifying the condition.

How long is an accommodation letter valid?

This depends on the nature of your condition. Letters for chronic conditions typically don't expire, though some employers may request updated documentation periodically. Your provider can specify whether the letter covers ongoing limitations or a defined period.

The Process

How long does it take to get an accommodation letter?

With WorkWell Evals, most customers go from booking to receiving their letter in 3–5 business days. You complete intake and pay online, fill out a clinical questionnaire, have a 15-minute video consultation with a licensed psychologist, and receive your letter within 1–2 business days of the consultation. Traditional providers often have 3–8 week waitlists.

How much does it cost?

WorkWell Evals charges $169 for a standard evaluation. Traditional psychology practices that specialize in accommodation evaluations typically charge $900–$1,500. Your existing therapist or psychiatrist may write a letter as part of a regular appointment, but many don't offer this as a standalone service. See How Much Does a Workplace Accommodation Evaluation Cost? for a full breakdown.

What states are covered?

WorkWell providers are PSYPACT-licensed, which means they can practice telehealth in all 42 PSYPACT-participating states without needing a separate license in each state. See our full guide to PSYPACT coverage to check your state.

Is the evaluation covered by insurance?

Accommodation evaluations are generally not covered by health insurance because they're documentation for an employment purpose, not treatment for a medical condition. Many HSA and FSA plans do cover these expenses — check with your plan administrator.

After You Submit

What happens after I submit my letter to HR?

Your employer is required to begin the interactive process — a back-and-forth discussion about what accommodation is reasonable for your role. They may approve your request directly, propose an alternative, request additional documentation, or schedule a meeting. They should respond within a reasonable timeframe (typically 2–4 weeks, though no specific deadline exists in the ADA). See our full guide on what happens after your employer receives your accommodation letter.

What if my accommodation request is denied?

An employer can deny a specific accommodation if it creates undue hardship, but they must propose an alternative and cannot simply refuse to engage. If your request is denied without a good-faith interactive process, you can file a charge with the EEOC, contact your state's civil rights agency, or consult an employment attorney. WorkWell's letter is specifically written to support your case if a dispute escalates.

Can I be fired or retaliated against for requesting an accommodation?

No. The ADA explicitly prohibits retaliation against employees who request accommodations or exercise their rights under the law. If you experience negative employment consequences after requesting an accommodation, document everything and consult an employment attorney or the EEOC.

What if my employer accepts the accommodation but then reverses it later?

Approved accommodations can be reviewed, particularly if your role changes or your employer's operations change significantly. However, they cannot simply revoke an approved accommodation without going through the interactive process again. If your accommodation is revoked without process, the ADA's protections and complaint mechanisms apply.

Ready to request your accommodation? Get started with WorkWell Evals — $169, fully remote, letter delivered within days.

Related reading: How to Request a Remote Work Accommodation Under the ADA · Return to Office Mandate? Your Rights Under the ADA · Can My Employer Deny My ADA Accommodation Request?