Your rights

Reasonable accommodation at work: how to ask, examples, and what to do if you're denied

Short answer

A reasonable accommodation is a change to your job, schedule, equipment or workplace rules that lets you work with a disability, a pregnancy-related limitation or a religious practice. Ask in plain words, best in writing. Employers with 15 or more employees must agree unless it causes undue hardship. If refused, an EEOC charge is due within 180 or 300 days.

FEDERALFederal law (the ADA, the Pregnant Workers Fairness Act and Title VII) covers employers with 15 or more employees in every state. State laws in the table reach smaller employers and give longer filing periods.Checked by the Justice legal team against official sources · Last reviewed Oct 22, 2026

Letter generator · 11 laws

Write your reasonable accommodation request letter

Built from the EEOC's guidance and each state's own law: plain words, no diagnosis, one clear request · checked Oct 21, 2026

Which state?

Your nameSend it toYour job title

The request is because of

What is hard to do at work, in plain wordsDescribe the task and the limit, not the diagnosis.The change you are asking forOne clear change. Say you are open to other ideas that work.Since when has it affected your work?A note from my health care provider is attachedNot required to ask. Attach one if you already have it.

Pick your state, or federal law only, then say what is hard and the change you need.

Rehearse the HR meeting How to ask, step by step

Each rule comes from the official source linked in the result. It runs on your device: nothing you type is stored or sent. General information, not legal advice.

Key points

Who must accommodate: Employers with 15 or more employees under the ADA (disability), the PWFA (pregnancy) and Title VII (religion). Many states go lower: California 5 or more, Pennsylvania 4 or more, Washington 8 or more, and New York, New Jersey and Connecticut any size.
How to ask: In plain English: you do not have to say "ADA" or "reasonable accommodation", and the request does not have to be in writing. Writing it down still helps: the letter below does it for you.
Undue hardship: Significant difficulty or expense for disability and pregnancy. For religion, since Groff v. DeJoy (June 29, 2023), a burden that is substantial in the overall context of the business, not any cost above a trifle.
If you're denied: File an EEOC charge within 180 days, or 300 days where a state agency enforces a similar law. State deadlines run from 6 months (Kansas, Wyoming) and 180 days (Texas, Pennsylvania, New Jersey and many others) to 3 years (California, New York) and 5 years (Oregon).

A reasonable accommodation is a change at work that lets you do your job. It can be a stool at a register, a later start time, a schedule that keeps your Sabbath free, leave for treatment, or a move to an open job you can do. Three federal laws require it: the Americans with Disabilities Act for disabilities, the Pregnant Workers Fairness Act for limitations related to pregnancy and childbirth, and Title VII for religious beliefs and practices. Each covers employers with 15 or more employees, and the employer may refuse only if the change would cause an undue hardship.

You start it by asking. The EEOC says you may use plain English and need not mention the ADA, and nothing has to be in writing, but a short letter gives you a date and a record. The employer is then expected to talk it through with you in what the law calls the interactive process. This page gives you the letter, the words for that meeting, worked examples with real dates, each state's law, and a calculator for the filing deadlines if the answer is no. For the charge itself, see filing an EEOC discrimination charge; for time off rather than a change at work, see FMLA leave.

What is a reasonable accommodation?

A reasonable accommodation is any change in the work environment or in the way things are customarily done that lets a qualified person work. That is the EEOC's own definition. The ADA's list is short and concrete: job restructuring, part-time or modified work schedules, reassignment to a vacant position, new or modified equipment, changes to tests, training materials or policies, and readers or interpreters. 42 U.S.C. § 12111(9) · 29 C.F.R. § 1630.2(o)

Disability: the ADA. An employer with 15 or more employees for each working day in each of 20 or more calendar weeks must make reasonable accommodations to the known physical or mental limitations of a qualified employee or applicant, unless it can show undue hardship. Not doing so is itself discrimination.42 U.S.C. §§ 12111(5), 12112(b)(5)
Pregnancy, childbirth and related conditions: the PWFA. Since June 27, 2023, employers with 15 or more employees must accommodate known limitations related to pregnancy, childbirth or related medical conditions. They may not force you to take leave, paid or unpaid, if another accommodation would let you keep working, and may not push an accommodation on you that was not worked out with you.42 U.S.C. § 2000gg-1
Religion: Title VII. Title VII protects all aspects of religious observance and practice, as well as belief, unless the employer shows it cannot reasonably accommodate them without undue hardship on the conduct of its business. That covers schedule changes and leave for observances, and dress or grooming practices.42 U.S.C. § 2000e(j)
Asking is protected. It is unlawful to retaliate against you for requesting accommodation of a disability or for a religious practice, and the PWFA bars adverse action for requesting or using a pregnancy accommodation. If you are punished or fired for asking, see wrongful termination.EEOC: Retaliation · 42 U.S.C. § 2000gg-1
You can say no to an accommodation. No one has to accept an accommodation. But if you turn down one that is needed to do the essential functions of the job, and cannot do them without it, you may no longer count as qualified.29 C.F.R. § 1630.9

Tip. Not every request is an accommodation. If you need time off to recover or for a family member, FMLA leave may apply on its own, and paid sick days cover shorter absences. Leave can also be an accommodation when FMLA does not apply.

Reasonable accommodation examples

These are the examples the laws and the EEOC name themselves. An employer may choose among accommodations that work, but your preference should be given primary consideration.

Change	Examples	Where it is named
Schedule	Shorter hours, part-time work, a later start time, a modified schedule for treatment	42 U.S.C. § 12111(9) · EEOC: PWFA
Breaks	Additional, longer or more flexible breaks to drink water, eat, rest or use the restroom; see also meal and rest break rules	EEOC: PWFA · 29 C.F.R. § 1636.3
Equipment	A stool to sit on, new or modified equipment or devices, large-print notices	42 U.S.C. § 12111(9) · IDHR: Employment rights
Duties	Job restructuring, light duty, help with lifting or other manual labor	29 C.F.R. § 1630.2(o) · EEOC: PWFA
Leave	Leave for medical care or treatment, after you use your accrued paid leave	EEOC: Enforcement Guidance · CRD: Reasonable accommodation
Reassignment	Reassignment to a vacant position you can do	42 U.S.C. § 12111(9)
Religion	Flexible scheduling, voluntary shift substitutions or swaps, job reassignments, changes to dress or grooming policies	EEOC: Religious Discrimination
Workplace	Making facilities accessible, relocating the work area	42 U.S.C. § 12111(9) · CRD: Reasonable accommodation

Tip. If your injury happened at work, the accommodation request runs alongside a workers' comp claim (see workers' comp after an injury); one does not replace the other.

How to ask for a reasonable accommodation (with a request letter)

You can ask out loud, in any words. The EEOC says a request does not need to be in writing and you may use plain English without mentioning the ADA. A letter or email still helps: it fixes the date you asked, says exactly what you need, and gives HR something to answer. Use the generator at the top of this page.

Say what is hard, not what you have. Describe the task and the limit: "standing for more than 2 hours", "lifting over my head", "working Saturdays". You do not need to name a diagnosis to ask.
Ask for one specific change. A stool, a schedule, a break, a different task. Say you are open to other ideas that work: the employer may choose among accommodations that are effective.
Send it to HR and your manager. Email is fine. Keep a copy, and note the date.
Expect a request for documentation. For a disability that is not obvious, the employer may ask for reasonable documentation from an appropriate health care or rehabilitation professional, but in most situations it cannot ask for your complete medical records. Under the PWFA, documentation must be reasonable, and for carrying water, extra restroom breaks, sitting or standing, and breaks to eat and drink, a simple statement from you is normally enough.
Ask for a written answer. The letter asks for a reply within 10 days. That is a practical request, not a legal deadline: no federal law sets a number of days, and the EEOC says only that an employer should respond expeditiously.

Tip. California's Civil Rights Department publishes an optional request package, and says the law does not require the use of this or any other form to make a request. A clear email or letter does the same job.

The interactive process: the meeting with HR

Once you ask, the employer is expected to talk with you in an informal, interactive process that identifies the precise limitations and the accommodations that could work. California makes failing to engage in a timely, good faith, interactive process a violation of its own, and Minnesota requires the employer to start that process. 29 C.F.R. § 1630.2(o)(3) · CRD: Reasonable accommodation · Minn. Stat. § 363A.08, subd. 6

“We need a doctor's note with your diagnosis.”

You can say: “I can get a note that confirms the limitation and what I need. The EEOC says you can ask for reasonable documentation, not my whole medical file.”

“We can't make exceptions for one person.”

You can say: “I'm asking for a reasonable accommodation, which the law requires unless it causes undue hardship. Is there a different change that would work for you?”

“Just take leave until you're better.”

You can say: “If a change would let me keep working, I would rather do that. For pregnancy, the PWFA does not allow forced leave when another accommodation can be provided.”

“We'll get back to you.”

You can say: “Thank you. Could I have the answer in writing, and a date when you expect to decide?”

How long should it take? No federal law sets a number of days. The EEOC says an employer should respond expeditiously and that unnecessary delays can result in a violation of the ADA. Keep a log of each request, reply and meeting with its date; if weeks pass with no answer, send a short written reminder. Practise the meeting with the AI mediator on this page before you go.

What is an undue hardship?

For disability and pregnancy, undue hardship means significant difficulty or expense. It is judged case by case against the employer's own size and money, so what is too much for a small shop may be routine for a national chain. 42 U.S.C. § 12111(10) · 29 C.F.R. § 1630.2(p)

the nature and cost of the accommodation needed;
the overall financial resources of the facility, the number of persons employed there, and the effect on its expenses, resources and operation;
the overall financial resources of the covered entity and the overall size of its business with respect to the number of its employees, and the number, type and location of its facilities;
the type of operation, including the composition, structure and functions of the workforce.

The EEOC adds that undue hardship refers not only to financial difficulty but to accommodations that are unduly extensive, substantial or disruptive. An employer does not have to provide paid leave beyond what it provides to similarly situated employees. In Texas, the Workforce Commission must weigh the reasonableness of the cost and the availability of alternatives. EEOC: Enforcement Guidance · Tex. Lab. Code § 21.128

Pregnancy accommodation under the PWFA

The Pregnant Workers Fairness Act went into effect on June 27, 2023. The EEOC issued its final regulation on April 15, 2024, and it went into effect on June 18, 2024. It covers private employers and state and local governments with 15 or more employees. EEOC: What You Should Know About the PWFA · 29 C.F.R. part 1636

Four changes that need almost no proof. Carrying or keeping water near and drinking as needed; additional restroom breaks; sitting when the work requires standing, or standing when it requires sitting; and breaks to eat and drink. For these, the EEOC rule treats documentation as unreasonable when you confirm your pregnancy in a simple statement, in any format.29 C.F.R. § 1636.3
No forced leave. The employer may not require you to take leave, paid or unpaid, if another reasonable accommodation can be provided.42 U.S.C. § 2000gg-1
Documentation only when reasonable. An employer is not required to ask for documentation and may ask only when it is reasonable; it may ask that the documentation come from a health care provider but may not require that you be examined.29 C.F.R. § 1636.3
State laws add more. New York's law covers pregnancy-related conditions at employers of any size, and New Jersey's LAD covers pregnancy and lactation accommodations at employers with even one employee. Connecticut names the duty in Conn. Gen. Stat. § 46a-60(b)(7).N.Y. Exec. Law § 296(3) · N.J.S.A. 10:5-12(s)

Tip. Time off after the birth may also be protected as FMLA leave, and nursing breaks are covered on the meal and rest breaks page.

Religious accommodation after Groff v. DeJoy

On June 29, 2023, the Supreme Court changed the test. In Groff v. DeJoy, 600 U.S. 447, it held that showing "more than a de minimis cost" does not suffice to establish undue hardship under Title VII. Undue hardship is shown when a burden is substantial in the overall context of an employer's business. The EEOC says Groff supersedes any contrary information on its webpages.

Other options must be considered. It is not enough for an employer to say that making coworkers work overtime would be an undue hardship: consideration of other options, such as voluntary shift swapping, is also necessary.Groff v. DeJoy, 600 U.S. 447 (2023)
Common religious accommodations. Flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and changes to workplace policies, including dress and grooming.EEOC: Religious Discrimination
New York: a bona fide effort first. New York bars terms that would make you give up a sincerely held religious practice, including a Sabbath or holy day, unless the employer, after a bona fide effort, shows it cannot reasonably accommodate you without undue hardship.N.Y. Exec. Law § 296(10)
Texas: the same rule in state law. Texas applies its discrimination law to every aspect of religious observance, practice and belief unless the employer cannot reasonably accommodate it without undue hardship.Tex. Lab. Code § 21.108

Three worked examples

1. A warehouse worker in Texas asks for a stool and breaks. She works for a distributor with 40 employees, so the ADA and Texas Labor Code chapter 21 both apply. After about 2 hours standing, back pain makes it unsafe to keep going. She asks for a stool at her packing station and a 10-minute break to sit every 2 hours. The employer says no on March 5, 2026.

Texas Workforce Commission: September 1, 2026180 days after March 5, 2026: already passed by October 21, 2026
EEOC charge: December 30, 2026300 days, because Texas has a state agency
Lesson: File earlythe state deadline ran out first; the federal one is still open

2. A pregnant cashier in Florida asks to sit and keep water at the register. Her store has 60 employees, so the PWFA applies. She asks for a stool and a water bottle at the register; under the EEOC rule these are among the four changes that need only her own statement. The manager refuses on May 27, 2026 and suggests unpaid leave instead, which the PWFA does not allow when another accommodation can be provided.

EEOC charge: March 23, 2027300 days after May 27, 2026
Florida Commission on Human Relations: May 27, 2027365 days after May 27, 2026
First step: Ask again in writingname the PWFA and the four changes; keep the reply

3. A religious schedule change in New York after Groff. A pharmacy technician at a hospital asks not to be scheduled from Friday sunset to Saturday sunset. The hospital says covering her shifts would cost overtime. After Groff, that alone is not enough: the hospital must look at options such as voluntary shift swaps, and show a burden that is substantial for a hospital of its size. It refuses on January 8, 2026.

EEOC charge: November 4, 2026300 days after January 8, 2026
NY Division of Human Rights: January 8, 20293 years, under the rule for discrimination on or after February 15, 2024
Her next message: Offer swapsname coworkers willing to swap and ask for a written answer

Reasonable accommodation laws by state: who is covered and the time to file

Federal law stops at 15 employees. Most states have their own law, many cover smaller employers, and many give you longer than the EEOC to file. Where a state agency enforces a similar law, the EEOC's 180 days become 300 days; Alabama and Mississippi have no state agency for these complaints, and in Arkansas, Georgia and North Carolina the state claim goes to court instead. Where a state's own sites could not be reached from our checking location, the row names the official page we read (often the EEOC office for that state). The California row cites the Civil Rights Department's own pages.

State	Law	Employers covered	State agency: time to file	EEOC: time to file	In force since	Citation
Federal (every state)	ADA, PWFA, Title VII	15 or more employees	No state agency: EEOC only	180 days	PWFA: June 27, 2023 · rule: June 18, 2024	42 U.S.C. §§ 12111(5), 12112(b)(5) · 42 U.S.C. § 2000gg-1 · 42 U.S.C. § 2000e(j) · EEOC: Time limits for filing a charge
Alabama	No general state law for private employers	15 or more employees (federal law)	No state agency: EEOC only	180 days	Current (EEOC Birmingham office)	EEOC Birmingham: timeliness
Alaska	Alaska Human Rights Law (AS 18.80)	Not checked for this page	State Commission for Human Rights: 300 days	300 days	Current (EEOC Seattle office)	AS 18.80 · EEOC Seattle: timeliness
Arizona	Arizona Civil Rights Act	15 or more employees	Attorney General’s Civil Rights Division: 180 days	300 days	Current; no date shown	A.R.S. §§ 41-1461(7)(a), 41-1481(A)
Arkansas	Arkansas Civil Rights Act of 1993	Not checked for this page	No state agency: suit in court within 1 year (or 90 days after an EEOC right-to-sue letter)	180 days	1993 Act, as stated by the Eighth Circuit (2013)	Ark. Code Ann. § 16-123-107(c)(3) · EEOC Little Rock: timeliness
California	Fair Employment and Housing Act	5 or more employees	Civil Rights Department: 3 years	300 days	Checked Oct 21, 2026	California Fair Employment and Housing Act · CRD: Reasonable accommodation · CRD: Filing a complaint
Colorado	Colorado Anti-Discrimination Act	Any size (Civil Rights Division)	Civil Rights Division: 300 days	300 days	August 10, 2022 (HB22-1367; was 6 months)	C.R.S. § 24-34-403 · CCRD · HB22-1367
Connecticut	Conn. Gen. Stat. chapter 814c	1 or more employees	Commission on Human Rights and Opportunities: 300 days	300 days	October 1, 2021 (300 days)	Conn. Gen. Stat. §§ 46a-51(10), 46a-60(b)(7) · Conn. Gen. Stat. § 46a-82(f)
Delaware	Persons with Disabilities Employment Protections Act	4 or more employees	Department of Labor: 300 days (from the act or its discovery)	300 days	Current; no date shown	19 Del. C. §§ 710(7), 712(c)(1), 722(3)
District of Columbia	D.C. Human Rights Act	1 or more employees	Office of Human Rights: 1 year (from the act or its discovery)	300 days	Current; section last amended March 21, 2025 (D.C. Law 25-300)	D.C. Code §§ 2-1401.02(10), 2-1403.04(a), 32-1231.03
Florida	Florida Statutes chapter 760	15 or more employees	Commission on Human Relations: 365 days	300 days	Checked Oct 21, 2026	Fla. Stat. §§ 760.02(7), 760.10(1)(a) · Fla. Stat. § 760.11(1)
Georgia	Georgia Equal Employment for Persons with Disabilities Code (deadline not checked for this page)	Not checked for this page	No state agency for private employers	300 days (EEOC Atlanta office)	Current (EEOC Atlanta office)	EEOC Atlanta: timeliness · Georgia Commission on Equal Opportunity
Hawaii	Hawaii Employment Practices law (HRS chapter 378)	1 or more employees	Civil Rights Commission: 1 year (was 180 days)	300 days	May 28, 2026 (Act 56)	HRS §§ 378-1, 368-11 · Act 56 (2026)
Idaho	Idaho Human Rights Act	Not checked for this page	Human Rights Commission: 365 days	300 days	Current (EEOC Seattle office)	Idaho Code § 67-5901 · EEOC Seattle: timeliness
Illinois	Illinois Human Rights Act	Every employer, for disability and pregnancy (1 employee)	Department of Human Rights: 2 years	300 days	January 1, 2025 (2 years; was 300 days)	Illinois Human Rights Act · IDHR: Employment rights · IDHR: Public Act 103-0973
Indiana	Indiana Civil Rights Law; Employment Discrimination Against Disabled Persons	15 or more employees (disability)	Civil Rights Commission: 180 days	300 days	Current; no date shown	IC 22-9-1 · IC 22-9-5-10(b) · ICRC: How to file
Iowa	Iowa Civil Rights Act	4 or more employees	Office of Civil Rights: 300 days	300 days	Iowa Code 2026; no date shown	Iowa Code §§ 216.6(6)(a), 216.15(13)
Kansas	Kansas Act Against Discrimination	4 or more employees	Human Rights Commission: 6 months	300 days	Section history ends July 1, 2007	K.S.A. 44-1002(b), 44-1005(i)
Kentucky	Kentucky Civil Rights Act	15 or more employees (disability)	Commission on Human Rights: 180 days	300 days	KRS 344.200 last amended June 24, 2015	KRS 344.030(2), 344.200(1)
Louisiana	Louisiana Employment Discrimination Law	20 or more employees	Commission on Human Rights: 180 days (court: 1 year)	300 days	Acts 1997, No. 1409 (August 1, 1997)	La. R.S. 23:302(2), 23:303(D), 51:2257(A)
Maine	Maine Human Rights Act	1 or more employees	Human Rights Commission: 300 days	300 days	Current; no date shown	5 M.R.S. §§ 4553(4), 4611
Maryland	Maryland Fair Employment Practices Act	15 or more employees (harassment: 1 or more)	Commission on Civil Rights: 300 days (harassment: 2 years)	300 days	Current; no date shown	Md. Code, State Gov’t §§ 20-601(d), 20-609, 20-1004(c)(2)
Massachusetts	Massachusetts Fair Employment Practices Law (c. 151B)	Not checked for this page	Commission Against Discrimination: 300 days	300 days	2002 (St. 2002, c. 223), per the First Circuit	M.G.L. c. 151B, § 5
Michigan	Persons with Disabilities Civil Rights Act	Not checked for this page	Department of Civil Rights: 180 days	300 days	Current (EEOC Detroit office)	MCL 37.1101 · EEOC Detroit: timeliness
Minnesota	Minn. Stat. chapter 363A	1 or more employees (disability accommodation: 15 or more)	Department of Human Rights: 1 year	300 days	Checked Oct 21, 2026	Minn. Stat. § 363A.03, subd. 16 · § 363A.08, subd. 6 · Minn. Stat. § 363A.28, subd. 3
Mississippi	No general state law for private employers	15 or more employees (federal law)	No state agency: EEOC only	180 days	Current (EEOC Jackson office)	EEOC Jackson: timeliness
Missouri	Missouri Human Rights Act	6 or more employees	Commission on Human Rights: 180 days	300 days	August 28, 2017 (S.B. 43)	Mo. Rev. Stat. §§ 213.010, 213.075.1
Montana	Montana Human Rights Act	1 or more employees	Human Rights Bureau: 180 days (from the act or its discovery)	300 days	Last amended Ch. 28, L. 2007	Mont. Code Ann. §§ 49-2-101(11), 49-2-501(4)(a), 49-2-501(4)(b)
Nebraska	Nebraska Fair Employment Practice Act	15 or more employees	Equal Opportunity Commission: 300 days	300 days	Current; no date shown	Neb. Rev. Stat. § 48-1101 · NEOC: Employment
Nevada	Nevada employment discrimination law (NRS chapter 613)	Not checked for this page	Equal Rights Commission: 300 days	300 days	Current (EEOC Las Vegas office)	NRS 613.310 · EEOC Las Vegas: timeliness
New Hampshire	Law Against Discrimination (RSA 354-A)	Not checked for this page	Commission for Human Rights: 180 days	300 days	Current (federal court order, 2021)	RSA 354-A:21, III
New Jersey	Law Against Discrimination (LAD)	Any employer, even 1 employee	Division on Civil Rights: 180 days (Superior Court: 2 years)	300 days	Checked Oct 21, 2026	N.J.S.A. 10:5-5(e) · N.J.S.A. 10:5-12(s) · NJ Division on Civil Rights: Learn how to file a complaint
New Mexico	New Mexico Human Rights Act	Not checked for this page	Human Rights Bureau: 300 days	300 days	Rule as amended October 10, 2023	NMSA 1978, §§ 28-1-1, 28-1-10(A) · 9.1.1.8(B) NMAC
New York	New York State Human Rights Law	All employers, any size	Division of Human Rights: 3 years	300 days	February 15, 2024 (3 years)	N.Y. Exec. Law §§ 292(5), 292(21-e), 296(3), 296(10) · N.Y. Exec. Law § 297(5)
North Carolina	Persons with Disabilities Protection Act (G.S. chapter 168A)	Not checked for this page	No state agency for private employers: suit in court within 180 days	180 days	Current (federal court order, 2014)	N.C. Gen. Stat. § 168A-12
North Dakota	North Dakota Human Rights Act	1 or more employees	Department of Labor and Human Rights: 300 days	300 days	Current; no date shown	N.D. Cent. Code §§ 14-02.4-02(8), 14-02.4-03(2), 14-02.4-19(2)
Ohio	Ohio Civil Rights Act (chapter 4112)	4 or more employees	Civil Rights Commission: 2 years	300 days	Current (Civil Rights Commission)	Ohio Rev. Code ch. 4112 · OCRC: Employment discrimination
Oklahoma	Oklahoma Anti-Discrimination Act	1 or more employees	Attorney General’s Office of Civil Rights Enforcement: 180 days	300 days	November 1, 2011 (Laws 2011, c. 270)	Okla. Stat. tit. 25, §§ 1301(1)(a), 1350(B)
Oregon	Oregon unlawful employment practices law (ORS chapter 659A)	6 or more employees	Bureau of Labor and Industries: 5 years (incidents since September 29, 2019)	300 days	September 29, 2019	ORS 659A.112, 659A.820, 659A.875(1)(b) · BOLI: Discrimination at work
Pennsylvania	Pennsylvania Human Relations Act	4 or more employees	Human Relations Commission: 180 days	300 days	Checked Oct 21, 2026	Pennsylvania Human Relations Act · PHRC · PHRC: File an employment discrimination complaint
Rhode Island	Fair Employment Practices Act (R.I. Gen. Laws chapter 28-5)	Not checked for this page	Commission for Human Rights: 1 year	300 days	Commission rule effective January 8, 2019	R.I. Gen. Laws § 28-5-17 · Commission rule 515-10-00-2
South Carolina	South Carolina Human Affairs Law	15 or more employees	Human Affairs Commission: 180 days	300 days	Current; no date shown	S.C. Code Ann. §§ 1-13-20(e), 1-13-90(a)
South Dakota	South Dakota Human Relations Act	1 or more employees	Division of Human Rights: 180 days	300 days	SL 1981, ch 166	S.D. Codified Laws §§ 20-13-1, 20-13-31
Tennessee	Tennessee Disability Act	Not checked for this page	Attorney General’s Civil Rights Enforcement Division: 180 days	300 days	2025 (the division replaced the Human Rights Commission)	CRED: Frequently asked questions
Texas	Texas Labor Code chapter 21	15 or more employees	Texas Workforce Commission: 180 days	300 days	September 1993 (180 days)	Tex. Lab. Code §§ 21.002(8), 21.108, 21.128 · Tex. Lab. Code § 21.202(a)
Utah	Utah Antidiscrimination Act	15 or more employees	Antidiscrimination and Labor Division: 180 days	300 days	May 8, 2018	Utah Code Ann. §§ 34A-5-102(1)(i), 34A-5-107(1)(c)
Vermont	Vermont Fair Employment Practices Act	1 or more employees	Attorney General’s Civil Rights Unit: 1 year (state guidance; suit within 6 years)	300 days	Current (State of Vermont guidance)	Vt. Stat. Ann. tit. 21, § 495d(1) · 12 V.S.A. § 525 · Workplaces For All (State of Vermont)
Virginia	Virginia Human Rights Act	5 or more employees (accommodation: more than 5)	Attorney General’s Office of Civil Rights: 2 years (was 300 days)	300 days	July 1, 2026 (2026 Acts ch. 950)	Va. Code Ann. §§ 2.2-3905, 2.2-3905.1, 2.2-3907(A), 2.2-3909
Washington	Washington Law Against Discrimination (RCW 49.60)	8 or more employees	Human Rights Commission: 6 months (pregnancy: 12 months)	300 days	Checked Oct 21, 2026	RCW 49.60 · WSHRC: Employment · WSHRC: Employment
West Virginia	West Virginia Human Rights Act	12 or more employees	Human Rights Commission: 365 days	300 days	Current; no date shown	W. Va. Code § 5-11-3(d) · WV Human Rights Commission
Wisconsin	Wisconsin Fair Employment Act	Not checked for this page	Equal Rights Division: 300 days (from the act or when you learned of it)	300 days	Current; no date shown	Wis. Stat. §§ 111.31–111.395 · DWD: Discrimination in employment
Wyoming	Wyoming Fair Employment Practices	2 or more employees	Department of Workforce Services: 6 months	300 days	Current; no date shown	Wyo. Stat. Ann. §§ 27-9-102(b), 27-9-106(a)

Watch out. Oregon gives 5 years, New York and California 3 years, and Illinois, Ohio and Virginia 2 years, but the EEOC deadline is still 300 days. If you wait past 300 days, you may keep the state claim and lose the federal one. Some states are shorter than the EEOC: Kansas and Wyoming give 6 months, and many give 180 days.

If your accommodation is denied: what to do next

Ask for the reason in writing. Ask what other change the employer can offer. A denial with no talk about alternatives is a sign the interactive process did not happen.
Offer another option. A different schedule, a trial period, a swap with a willing coworker. Write it down and send it.
Check your deadlines today. Use the calculator here: the EEOC charge is due within 180 days, or 300 days where a state agency enforces a similar law; federal employees must contact an agency EEO Counselor within 45 days.
File a charge. Start with the EEOC Public Portal, or with your state agency, which dual-files with the EEOC. The step-by-step is on filing an EEOC discrimination charge.
Protect your job and your income. If you are fired or pushed out, see wrongful termination and read any severance agreement before you sign: it may waive these claims. If you lose the job, unemployment benefits may apply.

If…	What to do	Good to know
The employer has fewer than 15 employees	Use your state law: California covers 5 or more, Pennsylvania 4 or more, Washington 8 or more; New York, New Jersey and Connecticut cover any size; Illinois covers every employer for disability and pregnancy. In Minnesota the disability accommodation duty starts at 15.	See the table above.
You were harassed or mocked after asking	Keep a dated log and report it in writing; harassment has its own rules.	Harassment and hostile work environment.
You cannot work at all for now	Ask about leave as an accommodation and check FMLA leave and paid sick days.	For a long-term disability, see a Social Security disability denial appeal.

Date calculator · 52 states

Denied? Your last day to file, federal and state

Federal deadlines from the EEOC; each state's from its statute or civil rights agency · checked Oct 22, 2026

Which state?

Date your request was refusedThe day you were told no, in writing or out loud.

The request was because of

Washington gives 12 months for a pregnancy complaint, 6 months for others.

Pick your state and enter the date your request was refused.

Rehearse the HR meeting Every state's agency and deadline

Each rule comes from the official source linked in the result. It runs on your device: nothing you type is stored or sent. General information, not legal advice.

Getting help

You can file a charge yourself through the EEOC Public Portal or the state agency in the table. For advice on your facts, find a lawyer or legal aid. More rights at work are in the Work and wages guide.

Filing an EEOC complaintThe portal, the intake interview, and what happens after you file.FMLA leaveJob-protected leave for your own health or family, and the state paid leave programs.Wrongful terminationFired for asking? The deadlines for each kind of claim.Find a lawyer or legal aidLegal aid and bar referral services.

Common questions

What does "reasonable accommodation" mean in the context of employment?

Any change in the work environment or in the way things are customarily done that lets a qualified person with a disability, a pregnancy-related limitation or a religious practice do the job or enjoy equal benefits of employment: a schedule, equipment, a break, a policy change, leave or reassignment.

Do you get paid during ADA leave?

Not necessarily. The EEOC says employers should let you use accrued paid leave first and then provide unpaid leave; they do not have to provide paid leave beyond what similarly situated employees get. Job-protected leave may also come from FMLA, and pay from paid sick days or a state program.

What qualifies as an ADA violation?

Among other things: not making reasonable accommodations to the known limitations of a qualified employee without showing undue hardship, denying a job because you would need an accommodation, unnecessary delays in responding, and retaliating against you for asking. See filing an EEOC charge.

How long does it take to process a reasonable accommodation request?

No federal law sets a number of days. The EEOC says an employer should respond expeditiously, and unnecessary delays can result in a violation of the ADA. Ask for a written answer, as the letter on this page does (it asks for a reply within 10 days, a practical request, not a legal deadline).

What are common mistakes in the reasonable accommodation process?

For workers: asking only out loud and keeping no record, refusing to talk about other options, and missing the 180-day or 300-day EEOC deadline. For employers: demanding full medical records, ignoring the request, forcing leave on a pregnant worker when another change would work, and refusing a religious accommodation for a small cost after Groff.

Do I need a doctor's note to ask for an accommodation?

Not to ask. If the disability or need is not obvious, the employer may ask for reasonable documentation from an appropriate health care professional, but not your complete medical records. For the four PWFA changes (water, restroom breaks, sitting or standing, breaks to eat and drink), your own statement is normally enough.

Is there a reasonable accommodation request form?

No form is required. Some employers have one, and California's Civil Rights Department publishes an optional package. The letter generator at the top of this page writes a request in plain words for federal law or your state's law.

What if my employer has fewer than 15 employees?

The ADA, the PWFA and Title VII do not apply, but state law may: California covers 5 or more, Pennsylvania 4 or more, Washington 8 or more, and New York, New Jersey, Connecticut and Illinois (for disability and pregnancy) cover employers with 1 or more employees.

Can I be fired for asking for an accommodation?

Firing or punishing you for requesting an accommodation is retaliation, which the EEOC enforces. File within the same 180-day or 300-day period; see wrongful termination for the other deadlines.

Official sources

EEOC: Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA (issued October 17, 2002): plain English, no writing needed, interactive process, documentation, leave eeoc.gov
42 U.S.C. § 12111: ADA definitions (employer: 15 or more employees; reasonable accommodation; undue hardship and its factors) govinfo.gov
42 U.S.C. § 12112(b)(5): not making reasonable accommodations is discrimination govinfo.gov
29 C.F.R. § 1630.2(o), (p): reasonable accommodation, the interactive process, undue hardship govinfo.gov
29 C.F.R. § 1630.9: not making reasonable accommodation; no one must accept an accommodation govinfo.gov
EEOC: What You Should Know About the Pregnant Workers Fairness Act (in effect June 27, 2023; rule effective June 18, 2024) eeoc.gov
42 U.S.C. § 2000gg-1: PWFA unlawful practices (no forced leave, interactive process, no retaliation) govinfo.gov
29 C.F.R. § 1636.3: PWFA rule, predictable assessments and limits on documentation govinfo.gov
42 U.S.C. § 2000e(b), (j): Title VII employer (fifteen or more employees) and religious accommodation govinfo.gov
Supreme Court of the United States: Groff v. DeJoy, 600 U.S. 447 (decided June 29, 2023) supremecourt.gov
EEOC: Religious Discrimination (accommodation examples; Groff supersedes contrary EEOC text) eeoc.gov
EEOC: Retaliation (requesting accommodation is protected activity) eeoc.gov
EEOC: Time Limits for Filing a Charge (180 days; 300 days; 45 days for federal employees) eeoc.gov
EEOC: Filing a Charge of Discrimination (EEOC Public Portal; dual filing with a state agency) eeoc.gov
California Civil Rights Department: Employment (employers of 5 or more; three years to file) ca.gov
California Civil Rights Department: Reasonable accommodation (timely, good faith, interactive process) ca.gov
California Civil Rights Department: Filing a complaint (three years in employment cases; right-to-sue notice) ca.gov
California Civil Rights Department: Request for Reasonable Accommodation package (optional form) ca.gov
N.Y. Executive Law § 292: definitions (employer includes all employers; reasonable accommodation, 21-e) nysenate.gov
N.Y. Executive Law § 296(3), (10): accommodation of disabilities, pregnancy-related conditions and religious observance nysenate.gov
N.Y. Executive Law § 297(5): three years to file with the Division of Human Rights nysenate.gov
New York State Division of Human Rights: File a complaint (three years for discrimination on or after February 15, 2024) ny.gov
New Jersey Division on Civil Rights: Learn how to file a complaint (180 days; 2-year statute of limitations in Superior Court) njoag.gov
New Jersey Division on Civil Rights: Guidance on Pregnancy-Related Workplace Accommodations (LAD covers employers with even one employee) njoag.gov
Illinois Department of Human Rights: Employment rights (every employer covered for disability and pregnancy) illinois.gov
Illinois Department of Human Rights: How the charge process works (2 years to file) illinois.gov
Illinois Department of Human Rights: deadline extended from 300 days to 2 years, effective January 1, 2025 (Public Act 103-0973) illinois.gov
Texas Labor Code chapter 21 (§§ 21.0015, 21.002(8), 21.108, 21.128, 21.202) texas.gov
Florida Statutes § 760.02: definitions (Commission; employer of 15 or more employees) flsenate.gov
Florida Statutes § 760.10: unlawful employment practices (religion, pregnancy, handicap) flsenate.gov
Florida Statutes § 760.11(1): complaint within 365 days flsenate.gov
Pennsylvania Human Relations Commission: File an employment discrimination complaint (4 or more employees; 180 days) pa.gov
Washington State Human Rights Commission: Employment (8 or more employees; six months; twelve months for pregnancy) wa.gov
Connecticut General Statutes chapter 814c (§§ 46a-51(10), 46a-60(b)(7), 46a-82(f)) ct.gov
Minnesota Statutes § 363A.03, subd. 16: employer means one or more employees mn.gov
Minnesota Statutes § 363A.08, subd. 6: reasonable accommodation (employers with 15 or more), interactive process mn.gov
Minnesota Statutes § 363A.28, subd. 3: charge within one year mn.gov
EEOC Birmingham District Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
EEOC Seattle Field Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
A.R.S. § 41-1481 (charges; time limit) Arizona State Legislature
Arizona Attorney General, Civil Rights Division - Employment discrimination Arizona Attorney General
A.R.S. § 41-1461 (definitions) Arizona State Legislature
A.R.S. § 41-1463 (unlawful employment practices) Arizona State Legislature
EEOC Phoenix District Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
U.S. Court of Appeals, 8th Cir., No. 12-2657 (2013, unpublished) U.S. Court of Appeals for the Eighth Circuit
U.S. Court of Appeals, 8th Cir., Jackson v. Rent-Way, No. 03-2288 (2004) U.S. Court of Appeals for the Eighth Circuit
Supreme Court of Arkansas, Smith v. ConAgra Foods, 2013 Ark. 502 (Dec. 5, 2013) Arkansas Judiciary
EEOC Little Rock Area Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
Colorado Civil Rights Division - Discrimination (employment) Colorado Civil Rights Division
Colorado Civil Rights Division - Complaint process (deadlines) Colorado Civil Rights Division
Colorado General Assembly - HB22-1367 Colorado General Assembly
EEOC Denver Field Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
19 Del. C. ch. 7, subch. II (§§ 710-719A), Discrimination in Employment Delaware Code Online
19 Del. C. ch. 7, subch. III (§§ 720-728), Persons with Disabilities Employment Protections Act Delaware Code Online
Delaware Department of Labor, Division of Industrial Affairs - Anti-Discrimination Delaware Department of Labor
EEOC Philadelphia District Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
D.C. Code § 2-1403.04 (filing of complaints) Council of the District of Columbia
DC Office of Human Rights - File a discrimination complaint DC Office of Human Rights
D.C. Code § 2-1401.02 (definitions) Council of the District of Columbia
D.C. Code § 32-1231.03 (pregnant and nursing workers) Council of the District of Columbia
EEOC Washington Field Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
EEOC Atlanta District Office: timeliness (Georgia: 300 days) U.S. Equal Employment Opportunity Commission
Georgia Commission on Equal Opportunity - home Georgia Commission on Equal Opportunity
Georgia Commission on Equal Opportunity - Employment FAQ Georgia Commission on Equal Opportunity
Hawaii Civil Rights Commission - Act 56 (2026) extends the statute of limitations Hawaii Civil Rights Commission
Hawaii Civil Rights Commission - FAQs Hawaii Civil Rights Commission
Hawaii Civil Rights Commission - Sexual Harassment in the Workplace flyer (2014) Hawaii Civil Rights Commission
EEOC Honolulu Local Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
Indiana Civil Rights Commission - How to file Indiana Civil Rights Commission
Indiana Civil Rights Commission - File a discrimination complaint Indiana Civil Rights Commission
IC 22-9-5 (Employment Discrimination Against Disabled Persons), copy posted by the Indiana Civil Rights Commission Indiana Civil Rights Commission
Indiana Civil Rights Commission - Employment Indiana Civil Rights Commission
EEOC Indianapolis District Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
Iowa Code § 216.15 (2026) Iowa Legislature
Iowa Office of Civil Rights - File a complaint Iowa Office of Civil Rights
Iowa Code § 216.6 (2026) Iowa Legislature
EEOC Milwaukee Area Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
K.S.A. 44-1005 (complaints) Kansas Office of Revisor of Statutes
K.S.A. 44-1002 (definitions) Kansas Office of Revisor of Statutes
EEOC Kansas City Area Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
KRS 344.200 (complaints) Kentucky Legislative Research Commission
KRS 344.030 (definitions) Kentucky Legislative Research Commission
Kentucky General Assembly - 2026 RS HB 468 record Kentucky Legislative Research Commission
EEOC Louisville Area Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
La. R.S. 51:2257 (complaints to the Commission on Human Rights) Louisiana State Legislature
La. R.S. 23:302 (definitions) Louisiana State Legislature
La. R.S. 23:303 (civil suit) Louisiana State Legislature
La. R.S. 23:322 (disability definitions) Louisiana State Legislature
Office of the Governor - Louisiana Commission on Human Rights Office of the Governor of Louisiana
EEOC New Orleans Field Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
5 M.R.S. § 4611 Maine Legislature
Maine Human Rights Commission - FAQ Maine Human Rights Commission
5 M.R.S. § 4553 (definitions) Maine Legislature
EEOC Boston Area Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
Md. Code, State Gov't § 20-1004 Maryland General Assembly
Maryland Commission on Civil Rights - Start a complaint inquiry Maryland Commission on Civil Rights
Md. Code, State Gov't § 20-601 (definitions) Maryland General Assembly
Md. Code, State Gov't § 20-606 Maryland General Assembly
Md. Code, State Gov't § 20-609 Maryland General Assembly
EEOC Baltimore Field Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
U.S. Court of Appeals, 1st Cir., Rae v. Woburn Public Schools, No. 23-1432 (Aug. 22, 2024) U.S. Court of Appeals for the First Circuit (govinfo)
U.S. Court of Appeals, 1st Cir., Windross v. Barton Protective Services, No. 08-2254 (2009) U.S. Court of Appeals for the First Circuit
EEOC Detroit Field Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
EEOC Jackson Area Office - Time limits for filing a charge U.S. Equal Employment Opportunity Commission
RSMo § 213.075 Missouri Revisor of Statutes
RSMo § 213.010 Definitions Missouri Revisor of Statutes
Missouri Commission on Human Rights home Missouri Department of Labor and Industrial Relations
MCA 49-2-501 Filing complaints Montana Legislature (MCA 2025)
MCA 49-2-101 Definitions Montana Legislature (MCA 2025)
Human Rights Bureau Montana Department of Labor & Industry
NEOC: Employment Nebraska Equal Opportunity Commission
NEOC: Complaint Process Nebraska Equal Opportunity Commission
EEOC Las Vegas Local Office: timeliness (Nevada: 300 days) U.S. Equal Employment Opportunity Commission
U.S. District Court, D.N.H., No. 1:21-cv-00596 (order filed 10/25/21) govinfo.gov (U.S. Courts)
9.1.1 NMAC (Human Rights general provisions) New Mexico State Records Center and Archives
N.M. Court of Appeals, Slusser (2024) New Mexico Court of Appeals
New Mexico Human Rights Act Enforcement notice New Mexico Judicial Branch (reproducing DWS notice)
U.S. District Court, M.D.N.C., No. 1:14-cv-00177 (filed 05/23/14) govinfo.gov (U.S. Courts)
OAH Civil Rights Division North Carolina Office of Administrative Hearings
N.D.C.C. chapter 14-02.4 North Dakota Legislative Branch
Employment Discrimination North Dakota Department of Labor and Human Rights
OCRC: Employment Discrimination Ohio Civil Rights Commission
OCRC brochure "Did you know" (2023) Ohio Civil Rights Commission
Oklahoma Statutes Title 25 (compiled PDF, posted 2022-05) Oklahoma State Senate
OCRE: Complaints Oklahoma Office of the Attorney General
OCRE Employment Discrimination Complaint form (rev. 02-18) Oklahoma Office of the Attorney General
BOLI: Discrimination at Work Oregon Bureau of Labor and Industries
U.S. District Court, D. Or., Denton v. Shriners Hospital, No. 3:23-cv-00826 (F&R filed 12/02/24) govinfo.gov (U.S. Courts)
RI Commission for Human Rights: Procedure (Part 515-10-00-2) Rhode Island Department of State (Code of Regulations)
R.I. Supreme Court, Horn v. Southern Union Co., No. 2006-217-M.P. Rhode Island Supreme Court
S.C. Code Title 1, Chapter 13 South Carolina Legislature
SDCL 20-13-31 South Dakota Legislature
SDCL 20-13-1 Definitions South Dakota Legislature
SDCL 20-13-10 South Dakota Legislature
SDCL 20-13-28 South Dakota Legislature
CRED FAQ Office of the Tennessee Attorney General
CRED's Complaint Process Office of the Tennessee Attorney General
About CRED Office of the Tennessee Attorney General
tn.gov/humanrights (now CRED) State of Tennessee
Utah Code 34A-5-107 (version effective 5/8/2018) Utah Legislature
Utah Code 34A-5-102 (version effective 5/7/2025) Utah Legislature
Reporting Harassment or Discrimination at Work State of Vermont, Vermont Commission on Women (Workplaces For All)
Employment Law (Civil Rights Unit) Office of the Vermont Attorney General
21 V.S.A. chapter 5 Vermont General Assembly
12 V.S.A. § 525 Vermont General Assembly
Va. Code § 2.2-3907 (page dated 10/22/2026) Virginia General Assembly (LIS)
Va. Code § 2.2-3905 Virginia General Assembly (LIS)
Va. Code § 2.2-3905.1 Virginia General Assembly (LIS)
Va. Code § 2.2-3909 Virginia General Assembly (LIS)
2026 General Assembly Session - Legislation Tracked by DHRM (updated 5/22/26) Virginia Department of Human Resource Management
Va. Const. art. IV, § 13 Virginia General Assembly (LIS)
Human Rights Commission West Virginia Office of Inspector General / WV Human Rights Commission
Supreme Court of Appeals of WV, Pajak v. Under Armour, No. 21-0484 (Jan. 2022 Term) Supreme Court of Appeals of West Virginia
Discrimination in Employment Wisconsin Department of Workforce Development
Disability Wisconsin Department of Workforce Development
Wisconsin Fair Employment Law poster Wisconsin Department of Workforce Development
Wyoming Statutes Title 27 (compiled PDF) Wyoming Legislature
Your Rights as a Worker Wyoming Department of Workforce Services

This page explains the law in general terms. It is not legal advice about your situation. Justice is not a law firm and is not affiliated with any court or government agency.