Minnesota’s reasonable-accommodation rules apply under the Minnesota Human Rights Act (MHRA), Minn. Stat. §363A. Employers with one or more employees are covered, meaning both small businesses and large organizations must comply. In this context, a “qualified disabled person” is an individual with a physical, sensory, or mental impairment that substantially limits one or more major life activities and who, with reasonable accommodations, can perform the essential job duties. The law also protects pregnant employees, who are entitled to specific adjustments related to pregnancy and childbirth.
Employers must provide reasonable accommodations to employees with disabilities or limitations due to pregnancy unless doing so would impose undue hardship. Under the MHRA (Minn. Stat. §363A), adjustments may include modifications to work schedules, acquiring or modifying equipment, job restructuring, or providing additional breaks. For pregnant employees, accommodations may also involve seating, transfer to less strenuous duties, or temporary leaves. The law requires a good-faith and individualized approach for each request.
Employees may request an accommodation orally or in writing, and employers must respond promptly. While the MHRA doesn’t specify exact response times, acting without delay and documenting each step is considered best practice. Employers should start an interactive process to clarify the request, gather any needed medical documentation (only if the disability or need is not apparent), and collaborate with the employee to identify effective solutions. Medical documentation should be limited to what is necessary to establish the need for accommodation. Ongoing communication helps avoid misunderstandings and maintains legal compliance.
If an employee believes their accommodation rights have been violated, they can file a complaint with the Minnesota Department of Human Rights (mn.gov/mdhr/intake). The Department investigates claims by gathering evidence from both parties. Remedies for violations can include job reinstatement, back pay, emotional distress damages, and civil penalties. Repeated or serious breaches may result in higher financial penalties, ongoing monitoring, and training orders for the employer.
Managing accommodation requests under Minnesota Human Rights Act (Minn. Stat. §363A) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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Proactively train managers on MHRA requirements and encourage prompt, open dialogue with employees around accommodations. Document every step in the interactive process and avoid requesting unnecessary medical details. Regularly review written accommodation policies and adapt them as laws evolve. Common pitfalls include delayed responses, dismissing accommodation ideas without considering alternatives, and failing to maintain confidentiality. Reviewing past cases and consulting resources from the Minnesota Department of Human Rights can help keep your processes current and effective.
