Artificial Intelligence (AI) is transforming how we work—but one of the most profound impacts is unfolding in the accommodations space. From helping HR teams manage complex cases to directly supporting employees, AI is reshaping the conversation around disability, chronic illness, and workplace inclusion.
AI as a driver of accommodation requests
We’re seeing a sharp uptick in accommodation requests across industries, and AI is part of the story. Employees are no longer showing up to HR offices empty-handed. Instead, they’re using AI tools to:
The result? More employees feel empowered to ask—and they’re coming to the table better informed, with clear expectations. That’s a good thing for inclusion, but it raises the stakes for employers who need consistent, compliant processes to keep up.
AI as an accommodation
For some employees, AI isn’t just shaping the process—it is the accommodation. Examples include:
What once required specialized (and expensive) assistive technology is now often built into everyday tools, making accommodations more seamless and mainstream.
Smarter case management for employers
At the organizational level, AI can still play a critical support role:
This combination of employee empowerment + employer enablement is accelerating the pace and complexity of accommodations like never before.
Guardrails matter
As promising as AI is, it must be implemented responsibly. Employers must safeguard employee privacy, ensure transparency in how AI is applied, and remember that the interactive process required by law is fundamentally human. AI can guide and enhance, but it cannot replace empathy, dialogue, and judgment.
At Disclo, we’re also paying close attention to emerging regulations like California’s new FEHA rules on automated decision-making technologies, which go into effect January 1, 2026. These rules set a higher bar for how AI can be used in employment contexts—requiring fairness, accountability, and employee notice. We’re building with those standards in mind, ensuring our platform helps employers stay compliant while leveraging AI responsibly.
A turning point
AI is pushing accommodations into the spotlight—helping employees know their rights, serving as the accommodation itself, and supporting HR teams in managing the process. The result is more disclosure, more requests, and more opportunity to build workplaces that actually work for everyone.
Learn how Disclo can help
At Disclo, we help employers manage accommodations with the compliance, efficiency, and care today’s workplace demands. Our platform is built with the latest regulatory standards in mind (including emerging AI rules) so you can reduce risk, protect your employees, and modernize your processes.
If you’re ready to understand how AI and accommodations intersect for your organization, reach out to our team. We’ll walk you through best practices, real-world examples, and how Disclo can help you stay ahead.
From helping HR teams manage complex cases to directly supporting employees, AI is reshaping the conversation around disability, chronic illness, and workplace inclusion.
Artificial Intelligence (AI) is transforming how we work—but one of the most profound impacts is unfolding in the accommodations space. From helping HR teams manage complex cases to directly supporting employees, AI is reshaping the conversation around disability, chronic illness, and workplace inclusion.
AI as a driver of accommodation requests
We’re seeing a sharp uptick in accommodation requests across industries, and AI is part of the story. Employees are no longer showing up to HR offices empty-handed. Instead, they’re using AI tools to:
The result? More employees feel empowered to ask—and they’re coming to the table better informed, with clear expectations. That’s a good thing for inclusion, but it raises the stakes for employers who need consistent, compliant processes to keep up.
AI as an accommodation
For some employees, AI isn’t just shaping the process—it is the accommodation. Examples include:
What once required specialized (and expensive) assistive technology is now often built into everyday tools, making accommodations more seamless and mainstream.
Smarter case management for employers
At the organizational level, AI can still play a critical support role:
This combination of employee empowerment + employer enablement is accelerating the pace and complexity of accommodations like never before.
Guardrails matter
As promising as AI is, it must be implemented responsibly. Employers must safeguard employee privacy, ensure transparency in how AI is applied, and remember that the interactive process required by law is fundamentally human. AI can guide and enhance, but it cannot replace empathy, dialogue, and judgment.
At Disclo, we’re also paying close attention to emerging regulations like California’s new FEHA rules on automated decision-making technologies, which go into effect January 1, 2026. These rules set a higher bar for how AI can be used in employment contexts—requiring fairness, accountability, and employee notice. We’re building with those standards in mind, ensuring our platform helps employers stay compliant while leveraging AI responsibly.
A turning point
AI is pushing accommodations into the spotlight—helping employees know their rights, serving as the accommodation itself, and supporting HR teams in managing the process. The result is more disclosure, more requests, and more opportunity to build workplaces that actually work for everyone.
Learn how Disclo can help
At Disclo, we help employers manage accommodations with the compliance, efficiency, and care today’s workplace demands. Our platform is built with the latest regulatory standards in mind (including emerging AI rules) so you can reduce risk, protect your employees, and modernize your processes.
If you’re ready to understand how AI and accommodations intersect for your organization, reach out to our team. We’ll walk you through best practices, real-world examples, and how Disclo can help you stay ahead.
