The Rhode Island Fair Employment Practices Act (R.I. Gen. Laws §28‑5) requires most employers to comply with reasonable-accommodation rules. The law covers employers with four or more employees, including state and local governments, labor organizations, and employment agencies. “Disability” is broadly defined as a physical or mental impairment that substantially limits one or more major life activities. Key terms include “qualified individual with a disability,” which refers to someone able to perform essential job functions, with or without accommodation. For more details, see R.I. Gen. Laws §28‑5.
Under the Fair Employment Practices Act, employers must make reasonable accommodations for qualified employees and applicants with disabilities unless doing so would impose an “undue hardship.” Examples of accommodations include modifying work schedules, acquiring or modifying equipment, restructuring jobs, or making facilities accessible. The law also applies to job applicants during the hiring process. Employers are not required to lower quality standards or remove essential job functions, but must consider solutions that would allow the individual to perform the role.
Employees or applicants can request accommodation verbally or in writing—no specific form is required. Employers should respond promptly, engaging in a “good faith” interactive process to consider the individual’s needs and potential accommodations. While Rhode Island law does not set specific deadlines, best practice is to initiate contact within a few business days and keep lines of communication open. Employers can ask for documentation when the need for accommodation is not obvious, but requests must be limited to information relevant to the disability and required adjustment.
Employees who believe their accommodation rights were violated can file a complaint with the Rhode Island Commission for Human Rights. The process starts with an investigation, which may lead to mediation or a public hearing. The Commission can order remedies such as reinstatement, back pay, reasonable accommodation, or other actions. Employers found in violation may face monetary damages and may be required to update their policies or practices. For full complaint procedures visit R.I. Commission for Human Rights.
Managing accommodation requests under R.I. Fair Employment Practices Act (R.I. Gen. Laws §28‑5) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
Disclo centralizes every case in one dashboard:
Ready to streamline your Rhode Island accommodation workflow? Request a demo today.
