Maryland employers with 15 or more employees are covered by the reasonable-accommodation requirements outlined in the Maryland Fair Employment Practices Act (State Government Article §20‑601 et seq.). Key terms include "disability," which follows the Americans with Disabilities Act (ADA) definition—a physical or mental impairment substantially limiting one or more major life activities. "Reasonable accommodation" refers to modifications or adjustments to the job or work environment enabling qualified individuals with disabilities to perform essential job functions.
Maryland law adopts the ADA as the baseline for workplace accommodation. Employers must provide reasonable accommodations unless doing so would result in undue hardship. Common types of adjustments include modified work schedules, adaptive equipment, accessible workplaces, job restructuring, and up to unpaid leave. Employers are not required to lower performance standards or eliminate essential job duties as part of the accommodation.
When an employee requests an accommodation, Maryland employers must begin the interactive process promptly. This process involves ongoing communication with the employee to identify potential job modifications. While the statute does not set strict deadlines, responding without unnecessary delay is considered best practice. Employers may request medical documentation when a disability is not obvious, but requests for information must be limited to determining the need for accommodation. All steps taken and communications should be well documented.
If an employee believes their rights have been violated, they can file a complaint with the Maryland Commission on Civil Rights (mccr.maryland.gov). The Commission investigates and may attempt resolution through mediation or conciliation. Outcomes for employers found in violation can include mandatory corrective actions, back pay, reinstatement, and in some cases, civil penalties or damages.
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:
Ready to streamline your Maryland accommodation workflow? Request a demo today.
Consider designating a point person to coordinate all reasonable-accommodation requests and track the interactive process. Maintain clear, confidential records of each request and response. Avoid common pitfalls by never dismissing a request without proper review, and always engage with employees in good faith. Proactively communicate your accommodation policy and train supervisors on recognizing and forwarding requests so no one slips through the cracks. Staying current on federal and state guidance helps HR teams adapt as laws and best practices evolve.
