New Hampshire reasonable‑accommodation requirements

Coverage & definitions

In New Hampshire, reasonable accommodation for disabilities in the workplace is governed primarily under the federal Americans with Disabilities Act (ADA), as the state does not currently have broader accommodation requirements beyond this federal baseline. The ADA applies to private employers with 15 or more employees and covers workers with physical or mental impairments that substantially limit one or more major life activities. For statute details, see ADA Title I and the New Hampshire Law Against Discrimination (NH RSA 354-A).

Reasonable‑accommodation duties

Employers in New Hampshire, consistent with the ADA, 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

The state itself does not expand on these requirements, so employers should follow ADA standards as their compliance benchmark.

Interactive process & timelines

When an employee or applicant requests an accommodation, employers should begin an interactive process—a collaborative dialogue to identify possible workplace adjustments. New Hampshire state law does not lay out additional procedures or deadlines beyond those in the ADA. 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 New Hampshire-specific statutory timeline for concluding this process, but federal guidance calls for prompt completion.

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, with details available at NH RSA 354-A.

How Disclo simplifies New Hampshire accommodation compliance

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.

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.

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Practical tips for employers

- 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.
- Regularly review policies to align with ADA guidelines and federal updates.
- Communicate openly and in good faith with employees to find effective solutions.
Common pitfalls include unnecessary delays, incomplete records, and overlooking less obvious forms of workplace barriers for individuals with disabilities.