Ohio follows the federal Americans with Disabilities Act (ADA) for workplace reasonable-accommodation requirements. Employers with 15 or more employees must comply. Covered employees include qualified individuals with disabilities as defined in 42 U.S.C. §12102: a physical or mental impairment that substantially limits one or more major life activities. Ohio’s Revised Code Section 4112 incorporates the ADA’s definitions but does not broaden protections beyond federal standards.
Employers must provide reasonable accommodations to qualified job applicants and employees with disabilities so they can perform essential job functions. These may include modified work schedules, adaptive equipment, physical workplace alterations, or job restructuring. Accommodations are not required if they would cause an undue hardship—meaning significant difficulty or expense—for the organization. Ohio does not impose broader or additional accommodation duties on top of the ADA baseline.
When an accommodation request is initiated, the employer must promptly begin a good-faith “interactive process.” This often involves discussions with the employee, review of medical documentation (if necessary), and exploration of reasonable options together. There is no hard state deadline, but under the ADA framework, responding as soon as possible—typically within a few weeks—is recommended to avoid risk. Employers should limit requests for medical documentation to what is necessary to confirm the disability and need for accommodation.
If an employee believes their accommodation rights have been violated, they may file a complaint with the Ohio Civil Rights Commission (civ.ohio.gov). The Commission investigates, may mediate resolutions, and can order remedies such as hiring, back pay, reinstatement, or policy changes. Willful violations could result in payment of damages and attorney’s fees. Employees also have the option to file a charge with the U.S. Equal Employment Opportunity Commission (eeoc.gov), as the ADA applies in Ohio.
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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- Set up a clear process for handling accommodation requests and train managers on ADA basics. - Keep communication open and document every step of the interactive process. - Only seek documentation strictly related to the disability and required accommodation. - Act quickly—delays may lead to legal exposure or loss of good faith. - Double-check any accommodation denials with legal or expert HR counsel, as undue hardship can be complex to prove. - Common pitfalls include failing to engage in discussion, rigid application of leave policies, or inconsistent documentation practices.
