Reasonable Accommodations: What Alabama Employees Should Know

If you’re dealing with a medical condition or disability, you might wonder what your rights are at work. Maybe something about your job isn’t working for you anymore. Or maybe your health changed, and now you need some support to keep doing your job safely. This is where something called “reasonable accommodation” comes in.

In Alabama, many workers are protected under federal law. That means your employer may be required to adjust certain things so that you can keep doing your job — without putting your health or safety at risk.

Let’s break down what that looks like.

What Is a Reasonable Accommodation?

Think of it as a workplace adjustment. It could be a change in your schedule, tools, physical workspace, or even how you communicate with coworkers or supervisors. The goal isn’t to give anyone special treatment. It’s just about removing barriers.

Here are a few examples. Maybe you need a different start time to make it to doctor’s appointments. Or different software because of a vision issue. Maybe working from home a few days a week makes things manageable for you. These are the kinds of changes that could fall under reasonable accommodations.

Does My Condition Qualify?

Under the Americans with Disabilities Act (ADA), you don’t need to have a visible disability to qualify. A wide range of conditions could count — anxiety, diabetes, hearing loss, or chronic pain, for instance.

In Alabama, these protections apply to private employers with at least 15 employees. If you’re not sure if your condition qualifies, or if your employer is covered, that’s something you can talk through with a lawyer.

How Do I Ask?

You don’t have to fill out a specific form or use legal terms. Just let your employer know you’re having trouble with something at work because of a medical issue and that you’d like to talk about options.

That’s it.

You might be asked to share a doctor’s note or some kind of documentation. After that, your employer should start a conversation with you. This is called the interactive process. It’s about problem-solving. You explain what’s going on, they explain what’s possible, and together you try to find something that works.

Can They Say No?

Sometimes, yes. If your request would be too difficult or expensive for the business to manage, they can say it’s an “undue hardship.” But that doesn’t mean they can ignore you or deny you without a good reason.

And they’re not allowed to deny a request just because they don’t understand your condition, or because they assume you can’t do the job anymore.

What If Things Get Worse?

Maybe your request gets ignored. Or you start getting fewer shifts or worse assignments after you speak up. That could be retaliation, and it’s not allowed. If that’s happening to you, it might be time to get legal advice.

Spellen Law Can Help

If you’ve asked for help at work and didn’t get the support you needed, you’re not alone. Employment laws are confusing, and it can be hard to speak up when you don’t know your rights.

Spellen Law works with Alabama employees who need help navigating accommodations, workplace policies, and disability rights. If you think something’s not right, reach out for a confidential consultation. We’ll listen, answer your questions, and help you decide what to do next.