Arizona employers are primarily governed by the federal Americans with Disabilities Act (ADA) when it comes to reasonable accommodation obligations. State law mirrors the ADA and does not impose broader requirements. The ADA applies to private employers, state and local governments, employment agencies, and labor unions with 15 or more employees. Key terms include “qualified individual with a disability”—someone who meets the job requirements and can perform essential job functions with or without reasonable accommodation. Refer to the Arizona Civil Rights Act, A.R.S. §41-1461, which incorporates federal protections for disability discrimination.
Arizona employers must offer reasonable accommodations to employees or applicants with disabilities, as required by the ADA, unless doing so would create an undue hardship. These adjustments may involve modifying job duties, making facilities accessible, providing interpreters or assistive technology, or allowing flexible work schedules. Employers are not required to eliminate essential job functions or lower production standards. There are no broader state-specific accommodation duties beyond the ADA baseline.
When an employee or applicant requests an accommodation, the employer should promptly engage in an interactive process. This means both parties communicate in good faith to identify possible accommodations. Employers may request supporting medical documentation that substantiates the disability and the need for accommodation, but documentation should be limited to what is necessary for the request. While the ADA does not set strict response deadlines, guidance from the Equal Employment Opportunity Commission (EEOC) expects employers to act “promptly” in processing requests. Arizona law does not further expand or restrict these procedures.
Individuals who believe their rights have been violated may file a complaint with the Arizona Attorney General’s Civil Rights Division, which enforces the Arizona Civil Rights Act. Complaints typically must be filed within 180 days of the alleged discrimination. Remedies may include job reinstatement, back pay, and out-of-pocket expenses. Employers found in violation may also be required to make policy changes and undergo training. Additional federal complaints can be filed with the EEOC.
Managing accommodation requests under ADA baseline – no broader state-specific requirement can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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