By clicking “Accept All Cookies”, you agree to the storing of cookies on your device to enhance site navigation, analyze site usage, and assist in our marketing efforts. View our Privacy Policy for more information.
Left arrow
Back
Shape in the state of Arizona with the article's title to the right.Shape in the state of Arizona with the article's title to the right.
Shape in the state of Arizona with the article's title to the right.

Arizona Disability Discrimination Laws

Specific provisions for the state of Arizona.

Team Disclo
March 26, 2024

Employers must provide reasonable accommodations to applicants or employees who make their disabilities known and request accommodation. Employers aren’t required to make any accommodation that would cause undue hardship to their business. Employers also aren’t required to provide a reasonable accommodation or a reasonable modification of policies, practices, or procedures to employees who meet the disability definition solely because they are regarded as disabled.

Reasonable accommodations include job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, and policies; and providing qualified readers, taped texts, auxiliary aids and services, or interpreters.

Reasonable accommodations cause undue hardship if they require significant difficulty or expense in terms of the nature and cost of accommodations; affect facilities’ overall financial resources and based on the size; number, type, and locations of facilities; the type of operations, including workforce composition, structure, and functions; and relationship of affected facilities.

§ 41-1405, 41-1461, 41-1463

Under Title I of the Americans with Disabilities Act (ADA), employers, including state and local governments, with 15 or more employees, are prohibited from discriminating against people with disabilities. Title I protects qualified individuals with disabilities in several areas, including job application procedures, hiring, firing, advancement, compensation and job training. It is also unlawful to retaliate against someone for opposing employment practices that discriminate based on disability, or for filing an ADA discrimination charge. The Office of Federal Contract Compliance Programs (OFCCP) shares enforcement authority for Title I of the ADA with the U.S. Equal Employment Opportunity Commission (EEOC), which has primary responsibility for enforcing the employment provisions of the law. (Note: Federal employees and job applicants are covered by Section 501 of the Rehabilitation Act of 1973 instead of the ADA.

Curious to see how accommodations can support your employees?

Schedule a free demo today.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Share this article
Related Articles

Collect, verify, and manage workplace accommodations all in one place.

Disclo helps you manage health disclosures and accommodation requests — while staying compliant with HIPAA and ADA regulations.

Let's Disclo!

Schedule a 30-minute demo with a member of our team.
We respect your data. By submitting this form, you agree that we may use ​this information in accordance with our Privacy Policy.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.