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The Texas Commission on Human Rights Act (Tex. Labor Code Ch. 21) applies to employers with 15 or more employees, matching the federal ADA, and does not widen the accommodation duty. A “qualified individual with a disability” is someone who can perform a job’s essential functions, with or without accommodation. A separate provision enforced by the Civil Rights Division protects genetic information.
Employers must provide adjustments or modifications that enable a qualified individual with a disability to apply for a job, perform essential job duties, or enjoy equal access to workplace benefits. Typical examples include job restructuring, modified work schedules, acquisition of adaptive equipment, physical changes to the workspace, or providing interpreters. Accommodations are not required if they would impose an undue hardship on business operations.
Accommodation requests typically start with an employee’s notification, verbally or in writing, that an adjustment is needed because of a disability. Employers may ask for reasonable documentation if the disability or need for accommodation is not obvious. There are no state-mandated forms or timelines, but best practice is to engage in the interactive process and respond as promptly as possible. Delays or failures to communicate increase legal risk.
Pregnancy: the federal overlay. Texas has no state statute requiring accommodation of pregnancy, childbirth or related conditions for private employers (a statute covers municipal and county employees), 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:
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.
Complaints are filed with the Texas Workforce Commission Civil Rights Division within 180 days, or with the federal Equal Employment Opportunity Commission (EEOC). Remedies may include equitable relief such as hiring, reinstatement or upgrading, plus back pay and court costs. Compensatory damages are available for future pecuniary losses and non-pecuniary losses such as emotional pain and suffering, and punitive damages in extreme cases. Damages are capped based on employer size.
Managing accommodation requests under the Texas Commission on Human Rights Act (Tex. Labor Code Ch. 21) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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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.
