Missouri’s requirements for reasonable accommodation are governed by federal law—the Americans with Disabilities Act (ADA), since Missouri’s Human Rights Act does not go beyond the federal baseline for private employers. The ADA covers employers with 15 or more employees. Under 42 U.S. Code § 12112, a “disability” means a physical or mental impairment that substantially limits one or more major life activities. “Qualified individuals” are employees who can perform essential job functions, with or without reasonable accommodation.
In Missouri, reasonable-accommodation obligations align with the ADA. Employers must provide adjustments or modifications for qualified employees with disabilities unless it would cause undue hardship. Examples of accommodations include modified work schedules, physical accessibility changes, assistive technology, and job restructuring. Missouri law does not require broader accommodations beyond this federal level.
Once an accommodation request is made, employers must engage promptly in an interactive process to discuss possible solutions. Employees may be asked for documentation verifying the need for accommodation. While there is no strict statutory deadline for response, best practice—and federal guidance—suggest prompt action, typically within a couple of weeks. Delays or failure to communicate can lead to compliance risks.
Employees can file complaints with the Missouri Commission on Human Rights (labor.mo.gov/mohumanrights) or directly with the Equal Employment Opportunity Commission (EEOC) for ADA-related matters. If found in violation, employers may be subject to fines, mandated policy changes, back pay, and compensatory or punitive 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.
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- Clearly communicate the accommodation request process in employee handbooks and training.
- Document every step, from initial request to final resolution.
- Respond to accommodation requests swiftly to avoid accusations of delay.
- Stay updated on ADA guidance, since federal law sets the standard in Missouri.
- Avoid making assumptions about an employee’s needs and keep the process interactive.
Common pitfalls include inconsistent documentation, overlooking confidentially requirements, and waiting too long to start the interactive process. A proactive approach makes compliance less stressful for HR teams.
