In Texas, reasonable-accommodation requirements for disabilities stem from the federal Americans with Disabilities Act (ADA), not a broader state-specific law. The ADA applies to private employers with 15 or more employees. Public employers, employment agencies, and labor organizations also fall under ADA coverage. A “qualified individual with a disability” is someone who can perform a job’s essential functions, with or without accommodation (ADA, 42 U.S.C. §12111). Texas law does not expand the employee threshold or provide broader accommodation definitions beyond the ADA baseline.
Texas employers must follow the ADA’s reasonable-accommodation standards—no state statute adds additional obligations. Under the ADA, employers are required to 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, either 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. While the ADA does not set strict deadlines, best practice is to engage in the interactive process—and respond to the request—as promptly as possible. Delays or failures to communicate can increase legal risk. Texas has no unique forms or state-mandated timelines; federal guidance via the EEOC shapes expectations (eeoc.gov).
In Texas, disability-accommodation complaints are filed with the Texas Workforce Commission Civil Rights Division (TWC-CRD), which acts as the state’s human rights agency. Complaints may also be filed with the federal Equal Employment Opportunity Commission (EEOC). Common penalties for noncompliance may include back pay, reinstatement, compensatory damages, and payment of legal fees if a finding of discrimination occurs. State agency investigations may result in mandated corrective action and, in rare cases, civil penalties (twc.texas.gov).
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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