Federal employees with disabilities often rely on reasonable accommodations to perform their jobs effectively. While federal law requires agencies to consider these requests, a denial can and does happen. When it does, employees are often left wondering whether the denial was lawful and what options are available moving forward.
Understanding when an agency may deny a reasonable accommodation—and what steps you can take next—is critical to protecting your rights and your career.
What Is a Reasonable Accommodation?
A reasonable accommodation is a workplace adjustment or modification that enables a qualified employee with a disability to perform the essential functions of their position. Common examples include modified work schedules, telework arrangements, reassignment of marginal job duties, or adjustments to equipment or workspace.
Under the Rehabilitation Act of 1973, federal agencies are required to provide reasonable accommodations unless doing so would cause an undue hardship. The process is intended to be interactive, meaning both the employee and the agency should engage in good-faith discussions to identify an effective solution.
When Can a Federal Agency Deny a Request?
A federal agency may lawfully deny a reasonable accommodation request in limited circumstances. One common reason cited is undue hardship, which means the accommodation would cause significant difficulty or expense when considered in relation to the agency’s resources and operations. Agencies may also deny requests if the employee is not considered qualified for the position or if the requested accommodation does not enable the employee to perform essential job duties.
That said, agencies cannot deny a request simply because it is inconvenient or unfamiliar. A denial should be supported by specific, job-related reasons and not based on assumptions about a disability.
Common Issues With Improper Denials
In practice, many denials occur due to breakdowns in the interactive process. Some agencies fail to respond to requests in a timely manner, reject requests without offering alternatives, or rely on generalized statements rather than individualized assessments.
Another common issue arises when agencies refuse accommodations related to telework or modified schedules without evaluating whether those arrangements are feasible for the specific role. Delays can also function as a denial, particularly when an employee’s medical needs are time-sensitive.
What Can You Do If Your Request Is Denied?
If your reasonable accommodation request is denied, documentation is essential. Keep records of your request, medical documentation provided, and any communications with your agency. You may request clarification or reconsideration, especially if the agency did not engage in an interactive discussion or failed to explore alternative accommodations.
Federal employees also have the right to pursue an Equal Employment Opportunity (EEO) complaint if they believe the denial was discriminatory. There are strict deadlines for initiating this process, so acting promptly is important. In some cases, additional remedies may be available depending on the circumstances.
A Nationwide Firm Focused on Federal Employment and Social Security Disability Law
Reasonable accommodation disputes often involve nuanced legal standards and agency-specific policies. Understanding how federal disability law applies to your situation can help you evaluate whether a denial was appropriate and determine the best path forward.
At Pines Federal, we regularly assist federal employees navigating reasonable accommodation requests, denials, and related EEO matters. If you have questions about your rights or next steps, speaking with counsel can help you make informed decisions.
If your reasonable accommodation request was denied—or you’re unsure how to proceed—contact Pines Federal today at (832) 462-7655 to discuss your situation and learn about your options.
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