Amazon, Dell, JPMorgan RTO Mandates: How to Request a Remote Work Accommodation

In 2025 and 2026, some of the largest employers in the country issued strict return-to-office mandates. Amazon required all corporate employees back five days a week. Dell told remote workers they'd be ineligible for promotions. JPMorgan Chase mandated full-time office attendance. AT&T, UPS, and dozens of other major employers followed suit.

If you work at one of these companies and have a medical or mental health condition that makes working in an office significantly harder, you have options. A blanket RTO policy does not override your individual rights under the Americans with Disabilities Act.

This guide covers the specific situation facing employees at major companies with strict RTO mandates — what your rights are, how the process actually works at large employers, and what you need to do right now.

The Unique Situation at Large Employers

Working at a company with tens of thousands of employees actually gives you a significant advantage when requesting an ADA accommodation. Here's why:

The "undue hardship" defense is nearly impossible for them. When a company with $500 billion in revenue argues that letting one employee work remotely creates a significant burden, it doesn't hold up. The EEOC evaluates undue hardship relative to the employer's overall resources. For Fortune 500 companies, accommodating a single remote worker is a rounding error.

They've already proven your job can be done remotely. If you've been working from home since 2020 and meeting expectations, your employer has years of documented evidence that remote work is viable for your role. This undercuts any argument that physical presence is an essential function of your job.

Their legal departments know the law. Large companies have employment lawyers who understand ADA liability. This means they're less likely to make legally indefensible denials — but it also means they know how to push back on weak requests. Strong documentation matters more at large employers, because HR departments are more sophisticated in evaluating accommodation requests.

They handle accommodations at scale. Companies like Amazon and JPMorgan process thousands of accommodation requests. They have formal procedures, dedicated accommodation teams, and established processes. This can work in your favor because the system is designed to handle your request, but it also means you need to follow their specific procedures to avoid getting lost in the queue.

Company-Specific Guidance

While the ADA applies equally everywhere, the practical process varies by employer. Here's what employees at major companies should know:

Amazon: Amazon's accommodation process goes through their Disability Leave Services (DLS) team. Requests are separate from your direct manager — you submit through the internal accommodation portal. Amazon has faced significant public scrutiny over RTO enforcement, which means their legal team is particularly attuned to ADA compliance right now. Strong documentation will likely result in approval because the legal cost of wrongful denial is high relative to the cost of accommodation.

JPMorgan Chase: JPMorgan routes accommodation requests through their HR Shared Services team. The company has a reputation for strict RTO enforcement, but this applies to the general policy — not to ADA-protected requests. Jamie Dimon's public statements about remote work don't change your legal rights. What matters is your documentation and your specific role.

Dell: Dell's policy tying remote work to promotion eligibility creates an additional wrinkle. If you receive an accommodation for remote work, your employer cannot penalize you for using that accommodation — including by making you ineligible for advancement opportunities. That would constitute retaliation under the ADA.

AT&T, UPS, and similar: The same principles apply. Submit through the formal accommodation process (usually through HR, not your direct manager), provide strong documentation, and engage in the interactive process.

Regardless of your specific employer, the fundamentals are the same: document your condition, submit a formal request, and follow the interactive process.

The Documentation That Actually Works

At large companies with experienced HR teams, the quality of your accommodation letter is everything. Here's what separates requests that get approved from requests that get denied:

Approved requests typically include:

• A letter from a licensed psychologist or psychiatrist (doctoral-level providers carry the most weight)

• Specific functional limitations tied to the office environment — not just a diagnosis, but an explanation of how the office makes your condition worse

• A clear connection between remote work and symptom management

• Evidence of successful remote work performance (you should supplement the provider's letter with your own performance data)

Denied requests typically have:

• A generic note from a primary care physician saying the patient "would benefit from" working at home

• No connection between the diagnosed condition and specific workplace limitations

• Language that reads as preference rather than medical necessity

• Missing credentials or insufficient clinical detail

Large employers see hundreds of accommodation letters. They know the difference between a thorough clinical evaluation and a rubber-stamp note. Investing in proper documentation from a qualified provider is the single most important step you can take.

Step-by-Step Process for Large Employer Employees

Step 1: Identify your company's accommodation process. Search your company's internal HR portal for "reasonable accommodation" or "ADA accommodation." Most large employers have a dedicated page with instructions and forms. If you can't find it, email HR directly and ask for the formal process to request a reasonable accommodation under the ADA.

Step 2: Get professional documentation. Before you submit anything to your employer, obtain a comprehensive accommodation letter from a licensed mental health professional. This should include your clinical assessment, specific functional limitations, and a recommended accommodation. If you don't have a current provider, telehealth services like WorkWell Evals offer evaluations with licensed psychologists and typically provide documentation within 48 hours — which matters when you're working against an RTO deadline.

Step 3: Submit your formal request. Follow your company's process exactly. Attach your provider's letter. Include a brief personal statement explaining your request and noting your willingness to engage in the interactive process. Keep copies of everything you submit.

Step 4: Be responsive during the interactive process. Your employer may request additional information, schedule a call with you, or propose alternatives. Respond promptly and cooperatively. The interactive process is a legal requirement for both parties — demonstrating good faith strengthens your position significantly.

Step 5: Follow up if you don't hear back. Large companies sometimes lose requests in the system. If you haven't received a response within two weeks, send a polite written follow-up to HR referencing the date of your original request and the EEOC's expectation of timely engagement.

What to Do If HR Pressures You

At some companies, managers or HR representatives may informally pressure employees not to request accommodations — suggesting it will hurt their career, that accommodations aren't being approved, or that the process is too complicated. This is coercion, and it's not legal.

If you experience pressure not to request an accommodation:

• Proceed with your formal request anyway. Verbal discouragement doesn't change your legal rights.

• Document the pressure — who said what, when, and in what context.

• Submit your request directly through the formal HR channel, not through the person pressuring you.

• Consider filing an internal complaint if the pressure is coming from your direct manager.

Remember: your accommodation request is between you, HR, and your healthcare provider. Your manager's opinion about whether you should request an accommodation is legally irrelevant.

Timing Matters Right Now

The strongest time to request a remote work accommodation is while the precedent of remote work is still fresh — while you can point to years of successful remote performance. As companies normalize in-office attendance and enough time passes, the argument that "my job has always been done remotely" becomes weaker.

If your company has already set an RTO date:

• Before the deadline: Submit your request ASAP. Employers typically pause enforcement for pending accommodation requests.

• After the deadline: You can still submit a request, but it's strategically weaker. You may need to comply with RTO while your request is being processed.

• Already back in office and struggling: You can request an accommodation at any time. Document how the office environment is worsening your condition and request an evaluation.

The window where remote work is a well-established, clearly demonstrated option for your specific role is still open. It won't be open forever.

You're Not Alone in This

Accommodation requests at large companies have surged since RTO mandates began. HR departments are fielding more of these requests than ever, and the data suggests that well-documented requests are being approved at high rates. You're not asking for something unusual — you're using a legal framework that millions of Americans use every year.

The employees who lose in this process are the ones who don't engage with it. The ones who assume the mandate is absolute, who don't realize they have rights, or who give up at the first sign of resistance. Don't be one of them.

WorkWell Evals provides workplace accommodation evaluations with PSYPACT-licensed psychologists serving 40+ states via telehealth. If you're facing an RTO mandate and need professional documentation, get started with your evaluation here.