The Washington Law Against Discrimination (WLAD), found in RCW 49.60, applies to private employers with eight or more employees, as well as governmental employers and labor organizations. The law covers employees, applicants, and certain independent contractors. Key terms include "disability," defined broadly as a sensory, mental, or physical impairment that substantially limits one or more major life activities. Reasonable accommodation refers to modifications or adjustments allowing employees with disabilities to perform essential job duties or enjoy equal employment opportunities.
Under the WLAD, employers have a legal duty to provide reasonable accommodations to qualified individuals with disabilities. Adjustments may include modified work schedules, job restructuring, acquisition or modification of equipment, reassignment to vacant positions, or making facilities accessible. Accommodations are required unless the employer demonstrates an "undue hardship," meaning significant difficulty or expense relative to the organization's size and resources. These obligations are found throughout RCW 49.60 and the Washington Administrative Code.
Once an accommodation request is made—verbally or in writing—the employer must initiate an individualized, interactive process. This may include seeking medical documentation if the disability or need is not obvious, but requests must balance privacy concerns and only seek information relevant to the accommodation need. There is no statutory deadline, but the Washington State Human Rights Commission expects prompt engagement and ongoing communication until a solution is found or an undue hardship is documented. Employers should document all steps and communications throughout the process.
Employees can file discrimination complaints with the Washington State Human Rights Commission (WSHRC). Complaints typically must be filed within six months of the alleged adverse action. The WSHRC investigates claims and may facilitate settlements, issue findings, or pursue civil action. Penalties for noncompliance may include back pay, compensatory damages, reinstatement, and requirements to change workplace policies or practices. Repeated or willful violations can lead to heightened sanctions and liability.
Managing accommodation requests under Washington Law Against Discrimination (RCW 49.60) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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