Michigan employers are primarily covered by the federal Americans with Disabilities Act (ADA), which applies to private employers with 15 or more employees, as well as state and local governments. The ADA prohibits discrimination against qualified individuals with disabilities and requires reasonable accommodation in the workplace. Michigan’s state civil rights law, the Elliott-Larsen Civil Rights Act (MCL 37.2101 et seq.), does not set broader standards for accommodation beyond federal baseline requirements. Key terms include “qualified individual” (an employee who can perform essential job functions with or without accommodation) and “disability” (a physical or mental impairment substantially limiting one or more major life activities, as defined by ADA: 42 U.S.C. § 12101 et seq.).
Under the ADA, Michigan employers must provide reasonable accommodations to qualified employees with known disabilities, unless doing so would cause undue hardship on business operations. Accommodations can include job restructuring, modified work schedules, acquisition or modification of equipment, reassignment to a vacant position, or making facilities accessible. There are no broader or unique state-specific accommodation requirements in Michigan beyond these federal standards.
When an employee requests a workplace accommodation, the employer should begin an “interactive process”—an ongoing dialogue to identify barriers and possible solutions. Employees may be asked for reasonable documentation of their disability and the need for accommodation. While the ADA does not set a strict response deadline, Michigan employers are expected to respond promptly and act in good faith to avoid charges of delay or inaction. Documentation should be kept confidential and shared only with those involved in the process. For more details, see ada.gov.
Employees who believe their accommodation rights have been violated may file a complaint with the Michigan Department of Civil Rights or the Equal Employment Opportunity Commission (EEOC). The state process typically begins with an investigation, offers opportunities for mediation, and can result in orders to reinstate employees, award back pay, or require other remedies. In cases of willful violations, employers may also face damages and attorneys’ fees. For filing details, visit michigan.gov/mdcr.
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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