Massachusetts’ reasonable-accommodation rules apply to private employers with six or more employees, as outlined in Massachusetts General Laws ch. 151B. Covered employers must follow state nondiscrimination protections for qualified individuals with disabilities. “Disability” is broadly defined to include physical or mental impairments that limit a major life activity, as well as individuals who are regarded as having such impairments. Qualified employees and applicants are those who, with or without reasonable accommodation, can perform the essential functions of the job (M.G.L. ch. 151B).
Under M.G.L. ch. 151B, Massachusetts employers must provide reasonable accommodations when requested by qualified employees or applicants with disabilities. Examples of reasonable accommodations include job restructuring, modified work schedules, physical modifications to the workplace, technology aids, and making policies more flexible. However, employers do not have to grant an accommodation that would cause undue hardship, defined as a significant difficulty or expense in relation to the employer’s resources and business operation.
Employees or applicants submit accommodation requests either verbally or in writing; there is no mandated form. Employers may ask for limited documentation to confirm the need, but must keep this information confidential. Once a request is made, prompt response is essential—Massachusetts regulations expect a good-faith, interactive dialogue that progresses without unnecessary delay. Extended delays, failure to respond, or refusing to engage may be viewed as violations during investigations.
If an individual believes a reasonable accommodation right has been violated, a complaint can be filed with the Massachusetts Commission Against Discrimination (MCAD) within 300 days of the alleged act. The MCAD investigates claims and can order remedies such as job reinstatement, back pay, policy changes, and damages for emotional distress. For serious or repeated violations, additional civil penalties may apply. Court actions may also be available if administrative avenues do not resolve the complaint.
Managing accommodation requests under Massachusetts General Laws ch. 151B can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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Being proactive can make compliance smoother. Train managers and HR staff to recognize accommodation requests—even if the employee doesn’t use legal terms. Respond clearly and promptly to all accommodation requests, and document each step of the process. Maintain confidentiality of medical information at all stages. Common pitfalls include over-requesting documentation, delaying interactive discussions, or assuming a solution is “undue hardship” without exploring alternatives. Regular review of accommodation policies helps keep practices aligned with current law and workforce needs.
