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Michigan’s Persons with Disabilities Civil Rights Act (PWDCRA), MCL 37.1101 et seq., applies to employers with one or more employees — far broader than the federal ADA threshold of 15. The Elliott-Larsen Civil Rights Act covers other protected characteristics on the same all-employer basis.
A disability is a determinable physical or mental characteristic that substantially limits a major life activity and is unrelated to the person’s ability to perform the job, a record of such a characteristic, or being regarded as having one.
Under both the PWDCRA and 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.
The state duty reaches further than the federal one: because the PWDCRA applies to employers with one or more employees, Michigan employers below the ADA’s 15-employee threshold still carry a full accommodation obligation under state law.
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.
Pregnancy: the federal overlay. Michigan has no state statute requiring accommodation of pregnancy, childbirth or related conditions, so the federal Pregnant Workers Fairness Act (in effect since June 27, 2023) governs for employers with 15 or more employees.
It requires reasonable accommodation of known limitations related to pregnancy, childbirth or related medical conditions unless undue hardship, and a condition need not rise to the level of a disability. The EEOC’s rule treats four accommodations as almost never an undue hardship and bars any documentation demand for them:
Documentation may be sought only when reasonable under the circumstances, may not be required in a specific form or from a specific provider, and may not be used to delay the accommodation. An employer may not require leave where another accommodation is available. The PUMP Act separately requires break time and a private non-bathroom space for expressing milk at virtually every employer. See the federal guide for full detail.
Employees who believe their accommodation rights have been violated may file a complaint with the Michigan Department of Civil Rights within 180 days, or with the Equal Employment Opportunity Commission (EEOC) within 300 days. 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 the Persons with Disabilities Civil Rights Act (MCL 37.1101 et seq.) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
