In Wyoming, reasonable-accommodation requirements for the workplace are governed by federal law: the Americans with Disabilities Act (ADA), 42 U.S.C. §12101 et seq., as Wyoming does not have broader state-specific statutes regarding disability accommodation. The ADA applies to private employers with 15 or more employees, state and local governments, and employment agencies. Key terms include “qualified individual with a disability,” which means someone who meets the job requirements and can perform essential functions with or without accommodation.
Wyoming employers follow ADA guidelines, which require making reasonable accommodations for employees or applicants with disabilities unless doing so would cause undue hardship. Common accommodations may include modified work schedules, accessible facilities, job restructuring, or providing assistive technology. No Wyoming-specific law expands these obligations beyond the ADA baseline.
The ADA encourages employers to engage in an interactive process when an accommodation is requested. This means the employer and employee should communicate in good faith to find an effective solution. The request can be oral or written, and while documentation may be requested to verify the disability, it must be limited in scope. There is no strict deadline under the ADA, but prompt responses are expected to avoid unnecessary delays. Wyoming does not have additional requirements or timelines outside of the ADA.
Complaints about disability discrimination, including failure to accommodate, are handled at the federal level by the U.S. Equal Employment Opportunity Commission (EEOC). Individuals may also contact the Wyoming Department of Workforce Services for general workplace concerns, though it does not enforce its own disability accommodation statute. Employers found in violation may face remedies such as back pay, reinstatement, or damages under federal law.
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.
Disclo centralizes every case in one dashboard:
Ready to streamline your Wyoming accommodation workflow? Request a demo today.
- Respond to accommodation requests quickly to avoid delays.
- Use clear, accessible forms and processes so employees know how to request adjustments.
- Maintain confidentiality and store all documentation securely.
- Train managers and HR staff on ADA requirements and the interactive process.
- Avoid making assumptions about what an employee can or cannot do—focus on exploring solutions.
Common pitfalls include unintentional delays, requesting unnecessary medical information, or failing to document conversations and decisions.
