Reasonable Accommodation Ideas That Actually Work (Michigan Examples)

You don’t need to be a legal expert to ask for support at work. Maybe you’ve been recovering from surgery, managing a chronic illness, or dealing with a mental health condition that makes your job harder. You want to keep working — but you need a few adjustments to do your job safely and effectively. That’s exactly what the law allows.

Many Michigan employees hesitate to ask for help because they worry about being seen as “difficult” or fear losing their job. But here’s the truth: under both federal and state law, your employer has a legal obligation to provide what’s called a reasonable accommodation if you have a qualifying medical condition or disability.

Too often, employees think they have to “push through” or suffer in silence to avoid being labeled as a problem. In reality, the ADA and PWDCRA exist to level the playing field — to ensure that health conditions don’t become career-ending obstacles.

Employers benefit, too. When accommodations are handled properly, employees stay productive, morale improves, and legal conflicts are avoided.

The Legal Foundation: ADA vs. PWDCRA

The Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a federal law that applies to employers with 15 or more employees. It requires those employers to provide reasonable accommodations to qualified workers with disabilities — unless doing so would cause undue hardship.

The ADA defines a disability broadly as a physical or mental impairment that substantially limits one or more major life activities, such as walking, seeing, concentrating, or working. This includes both long-term and short-term conditions that affect your ability to perform job duties.

Once an employee requests an accommodation, the ADA requires the employer to engage in what’s known as the “interactive process.” That means having an open, good-faith discussion to identify adjustments that would allow the employee to do their job successfully.

In short: the ADA doesn’t expect you to work through pain or barriers — it expects your employer to work with you to find solutions.

Michigan’s Persons with Disabilities Civil Rights Act (PWDCRA)

Michigan goes a step further. The Persons with Disabilities Civil Rights Act (PWDCRA) offers similar — and in some cases, broader — protection than the ADA. Unlike the federal law, it often applies to smaller employers, ensuring that most Michigan workers are covered regardless of company size.

The PWDCRA focuses on whether an employee is capable of performing the job “with or without reasonable accommodation.” That means your employer must look for ways to help you continue working safely and productively — not simply push you out because of a medical limitation.

This law protects against both disability discrimination and failure to accommodate, making it a vital safeguard for Michigan employees recovering from injury, illness, or long-term health conditions.

What Counts as a “Reasonable” Accommodation

A reasonable accommodation is any adjustment or modification that enables you to perform the essential functions of your job — without imposing an undue hardship (significant difficulty or expense) on your employer.

Common examples include:

• Modified work schedules for medical treatment.
• Assistive technology or ergonomic tools.
• Reassignment of non-essential tasks.
• Additional unpaid leave during recovery.

It’s important to remember: “reasonable” doesn’t mean free, and it doesn’t mean “whatever you want.” It means fair and effective — a practical adjustment that works for both you and your employer.

Common Workplace Accommodation Ideas (That Actually Work)

Scheduling Flexibility

Sometimes the simplest adjustments make the biggest difference.

• Modified start and end times so you can attend physical therapy, dialysis, or counseling sessions.
• Work-from-home or hybrid schedules for employees with mobility challenges or immune system conditions.
• Part-time or reduced-hour arrangements during recovery from surgery or treatment, allowing a gradual return to full-time work.

Flexible scheduling keeps valued employees working while respecting their medical needs — a win-win under the law.

Equipment and Workspace Adjustments

Your physical workspace can make all the difference in your ability to perform comfortably and safely.

• Ergonomic chairs, adjustable desks, or specialized keyboards for back or joint issues.
• Voice-recognition software or screen readers for employees with vision impairments.
• Accessible parking, restrooms, ramps, or entryways to ensure safe, independent access to work areas.

Employers are required to evaluate and provide reasonable tools or modifications — not to dismiss your requests as “too complicated.”

Task or Duty Modifications

Not all job tasks are essential — and sometimes the law allows employers to adjust or reassign certain duties so employees can continue working.

• Reassigning marginal or non-essential duties, such as lifting, travel, or standing for long periods.
• Adjusting quotas, productivity goals, or deadlines temporarily after treatment, surgery, or flare-ups.
• Providing written instructions, visual aids, or checklists for neurodiverse employees who benefit from structure and clarity.

The goal is simple: keep the employee doing the core of their job while minimizing medical strain or risk.

Communication and Support

Communication barriers can often be overcome with simple, lawful solutions.

• Interpreters, captioning, or real-time transcription tools for hearing-impaired employees.
• Regular check-ins or modified supervision styles for employees managing anxiety, PTSD, or depression.
• Allowing a job coach, advocate, or support person during training or onboarding.

These accommodations promote inclusion and productivity — not favoritism.

Medical Leave as an Accommodation

Many people don’t realize that time off itself can be a reasonable accommodation under the ADA or PWDCRA.

For example:

• An employee undergoing chemotherapy may need additional unpaid leave beyond their FMLA entitlement to finish treatment and recover.
• Someone recovering from back surgery might need a few extra weeks before returning to full-duty work.

Employers must consider extended or intermittent leave options before resorting to termination. The law recognizes that recovery isn’t one-size-fits-all.

How to Request a Reasonable Accommodation

Start the Conversation

You don’t need to quote the ADA or PWDCRA to ask for help — the law protects you as long as you make your needs known.

Start simple and direct:

“I need an adjustment so I can perform my job duties effectively.”

Explain your limitations and what would make your work more manageable. For example:

• “I’m having trouble sitting for long periods after my surgery. Could I have a standing desk or more frequent breaks?”
• “Because of my anxiety, I work better in a quieter area — could we explore moving my workstation?”

The key is to focus on how the change helps you do your job, not on the medical details behind your condition.

Provide Medical Support

Employers are allowed to ask for limited medical documentation to verify your need for accommodation — but that doesn’t mean you have to hand over your full medical history.

Ask your doctor to provide a short note that:

• Describes your functional limitations (what you can or can’t do safely), and
• Recommends reasonable adjustments that would help you perform your job.

For example, “Employee should avoid standing for more than 30 minutes at a time,” or “Employee requires a flexible start time to manage morning medication effects.”

Keep it factual and focused on job function, not diagnosis.

Engage in the Interactive Process

Once you make your request, the law requires your employer to participate in an interactive process — a good-faith dialogue to identify possible solutions.

Your employer cannot ignore or deny your request outright. They must:

• Review your documentation,
• Consider different accommodation options, and
• Communicate with you about what can reasonably be done.

Keep written records of every conversation and email related to your request. If your employer refuses to respond or delays indefinitely, that may itself be a violation of the ADA or PWDCRA.

Watch for Retaliation

Unfortunately, some employees who request accommodations find themselves suddenly facing discipline, demotion, or even termination. This is illegal.

Under the ELCRA, ADA, and PWDCRA, your employer cannot retaliate against you for requesting or using an accommodation. Retaliation includes:

• Firing or demoting you,
• Reducing your hours or pay,
• Creating a hostile work environment, or
• Excluding you from meetings or opportunities.

If that happens, document everything — and contact an experienced Michigan employment attorney immediately.

You Deserve Support — Not Struggles — at Work

Reasonable accommodations exist to help you succeed, not to single you out. Whether it’s a flexible schedule, adaptive equipment, or extra time to heal, the law protects your right to work safely, fairly, and productively.

If your employer is ignoring your requests, dragging their feet, or retaliating against you for asking for help, it’s time to take action. You don’t have to face this alone — and you don’t have to settle for less than what the law guarantees.

At Batey Law Firm, we’ve helped Michigan employees assert their rights under the Americans with Disabilities Act (ADA) and Michigan’s Persons with Disabilities Civil Rights Act (PWDCRA) for more than 25 years. We’ll help you:

• Understand your legal options,
• Communicate effectively with your employer,
• Negotiate fair accommodations, and
• Hold your employer accountable if they violate your rights.

Because at the end of the day, you deserve a workplace that works for you.

📞 248-540-6800 📍 30200 Telegraph Rd, Suite 400, Bingham Farms, MI 48025
💻 www.bateylaw.com