The Rights of Persons with Disabilities Act 2016 applies to all public and private employers in India, regardless of size. Section 2(h) defines “person with disability” to include visual, hearing, locomotor, mental illness and other specified impairments. Section 2(r) defines “reasonable accommodation” as necessary and appropriate modifications and adjustments that do not impose a disproportionate burden. Employers must interpret these terms in line with the statute’s inclusive approach.
Under Section 20(2), employers must provide reasonable accommodation at the workplace to remove barriers for employees with disabilities. Common examples include modified workstations, flexible hours, assistive software, sign-language interpreters and adjusted leave policies. Employers should document every decision and offer accommodations unless doing so would cause significant difficulty or expense.
When an employee requests reasonable accommodation, they should submit a written notice or email detailing their needs and any supporting medical certificate. While the Act does not prescribe a fixed response period, best practice is to acknowledge requests within seven days and finalize accommodations within 30 days. Employers may request additional information but must keep the dialogue open and record each step in writing.
Complaints under the Act can be filed with the Chief Commissioner or a State Commissioner for Persons with Disabilities. If mediation fails, cases move to a special disability tribunal. Under Section 92, employers found in violation may face fines starting at INR 50,000, escalating for repeat offenses, and can be ordered to reinstate employees, pay back wages, or cover legal costs.
Managing reasonable accommodation requests under Rights of Persons with Disabilities Act 2016 can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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