In Kentucky, the main law governing disability accommodation in employment is the Kentucky Civil Rights Act (KRS Chapter 344). This law generally follows the standards of the federal Americans with Disabilities Act (ADA). It covers employers with eight or more employees within the state. Key terms include disability (mirroring the ADA’s definition), qualified individual with a disability, and reasonable accommodation. Temporary impairments or conditions that are minor and expected to resolve quickly are typically not covered.
Kentucky employers must follow the ADA baseline for reasonable accommodation—there are no broader state-specific requirements. Under both the state and federal framework, employers are required to provide adjustments or modifications for qualified employees or applicants with disabilities, unless doing so would cause an undue hardship. Examples of reasonable accommodations include:
The ADA (and by extension the Kentucky Civil Rights Act) expects employers and employees to engage in an interactive process to identify effective accommodations. While the law does not require a specific timeline, best practice is to respond promptly to accommodation requests, generally within 10 business days. Employers may request medical documentation limited to substantiating the need for the accommodation. All information obtained must be kept confidential. Detailed records of communications, decisions, and actions taken during the process are highly recommended.
Employees or applicants who believe they have experienced discrimination due to disability or a failure to accommodate can file a complaint with the Kentucky Commission on Human Rights. This agency investigates claims and may pursue conciliation, settlement, or legal action. If a violation is found, potential consequences for employers include back pay, reinstatement, compensatory damages, mandatory policy changes, and orders to provide the denied accommodation.
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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Train supervisors to recognize accommodation requests—even if they come in casual conversations. Respond quickly and document every step of the process. Limit medical information requests to what's strictly necessary. Make sure all records are securely stored and only shared with those involved in the accommodation decision. Avoid common pitfalls such as ignoring a request, making assumptions about a disability, or failing to revisit accommodations when circumstances change.
