New Hampshire reasonable‑accommodation requirements

Coverage & definitions

New Hampshire’s Law Against Discrimination (RSA 354-A:7) applies to employers with six or more employees, reaching further than the federal ADA’s 15. Charges are generally filed with the New Hampshire Commission for Human Rights within 180 days. Remedies can include cease-and-desist orders, hiring or reinstatement with or without back pay, compensatory damages, and administrative fines.

Reasonable‑accommodation duties

Employers in New Hampshire must provide reasonable accommodations to qualified employees or job applicants with disabilities—unless doing so would impose an undue hardship on the business. Examples of reasonable accommodations include:

• Making workplace facilities accessible
• Modifying work schedules or job duties
• Allowing remote work or flexible break times
• Providing assistive technology or adaptive equipment

Because RSA 354-A reaches employers at six employees, New Hampshire businesses below the ADA’s 15-employee threshold still carry the full state-law duty.

Notice, documentation & the interactive process

When an employee or applicant requests an accommodation, employers should begin an interactive process—a collaborative dialogue to identify possible workplace adjustments. Best practice recommends:

• Acknowledging requests promptly, ideally within a few business days
• Requesting only the documentation needed to verify a qualifying disability and the need for accommodation
• Keeping employees informed about status and next steps throughout the process

There is no statutory timeline for concluding the process, but it should be completed promptly.

Pregnancy: the federal overlay. New Hampshire 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:

• Carrying water and drinking as needed.
• Additional restroom breaks.
• Sitting or standing as needed.
• Breaks to eat and drink.

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.

Enforcement & penalties

Employees who believe their rights have been violated can file a complaint with the New Hampshire Commission for Human Rights or the U.S. Equal Employment Opportunity Commission (EEOC). The state commission investigates claims and can order remedies such as back pay, reinstatement, or policy changes. Willful violations may result in civil penalties and damage awards.

How Disclo simplifies New Hampshire accommodation compliance

Managing accommodation requests under the New Hampshire Law Against Discrimination (RSA 354-A:7) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.

Disclo centralizes every case in one dashboard:

• Automated reminders guard against missed response windows.
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• Centralized documentation and audit trails simplify compliance reporting.

Ready to streamline your New Hampshire accommodation workflow? Request a demo today.

Practical tips for employers

• Apply the six-employee state threshold, not the ADA’s 15.
• Respond to requests promptly and document every step of the interactive process.
• Train managers to recognize and route accommodation requests appropriately.
• Avoid asking for unnecessary medical documentation that could delay the process.
• Communicate openly and in good faith with employees to find effective solutions.

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.