Georgia reasonable‑accommodation requirements

Coverage & definitions

Georgia employers are generally governed by federal accommodation law, since the state does not have a broader reasonable-accommodation statute. The Americans with Disabilities Act (ADA), 42 U.S.C. § 12101, applies to private employers with 15 or more employees, as well as state and local government employers. “Disability” under the ADA is defined as a physical or mental impairment that substantially limits one or more major life activities. Key terms include “reasonable accommodation”—a modification or adjustment allowing an individual with a disability to apply for a job, perform job duties, or enjoy workplace benefits.

Reasonable‑accommodation duties

Georgia employers must follow ADA baseline obligations for reasonable accommodation. This typically includes making workplace changes so applicants or employees with disabilities can perform essential functions. Examples of adjustments are:

• Modifying work schedules
• Making facilities accessible
• Adjusting workplace policies or equipment
• Allowing leave or job restructuring

Employers are not required to make accommodations that would impose an “undue hardship” based on significant difficulty or expense.

Interactive process & timelines

When an applicant or employee requests an accommodation, the employer must engage in an “interactive process”—a good-faith dialogue to identify possible solutions. The ADA does not establish strict deadlines, but responses should be prompt. Employers may request documentation verifying the disability and the need for accommodation, but only what is necessary. Delays or lack of communication may result in complaints.

Enforcement & penalties

Enforcement is handled through the U.S. Equal Employment Opportunity Commission (EEOC). Complaint filings can also be initiated with the Georgia Commission on Equal Opportunity (gceo.georgia.gov). If a violation is found, potential penalties include back pay, job reinstatement, compensatory damages, and, in some cases, punitive damages. Employers may also be subject to court orders requiring change in workplace practices.

How Disclo simplifies Georgia accommodation compliance

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.

Disclo centralizes every case in one dashboard:

• Automated reminders guard against missed response windows.
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• Centralized documentation and audit trails simplify compliance reporting.

Ready to streamline your Georgia accommodation workflow? Request a demo today.

Practical tips for employers

To promote compliance and a supportive environment in Georgia:

• Train managers to recognize accommodation requests, even if not formally stated.
• Respond promptly to all accommodation inquiries and requests, aiming for transparent communication.
• Document each step in the interactive process, including communications and decisions made.
• Limit your medical documentation requests to what is strictly needed for accommodation decisions.
• Avoid blanket denials—review each request individually and show how you evaluated options.