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Graphic showing the Employer Response to an ADA Accommodations RequestGraphic showing the Employer Response to an ADA Accommodations Request
Graphic showing the Employer Response to an ADA Accommodations Request

Letter to Employee Template: Employer Response to an ADA Accommodations Request

TL;DR: When crafting an ADA accommodation response letter, it's crucial to address the employee respectfully, maintain confidentiality, provide a clear response, offer alternatives if necessary, and outline the next steps, while avoiding assumptions about the disability, unnecessary delays, denying without explanation, failing to document, or overlooking legal compliance. This ensures the response is respectful and compliant, and supports a positive, inclusive work environment.

Team Disclo
April 5, 2024

When responding to an employee's ADA accommodation request, it's important to navigate the process with a blend of legal acumen and empathetic communication. This template provides a structured guide for employers to craft a response that not only meets legal obligations but also respects and supports the employee's needs. 

Whether you're approving an accommodation, requesting more information, proposing alternatives, or explaining a denial, this template ensures your communication is clear, considerate, and compliant with ADA guidelines.

Before you get started, refer to these do's and don'ts before reviewing and downloading this template:

Creating an effective ADA accommodation response letter involves carefully considering legal obligations and the employee's well-being. Here are five do's and don'ts to guide crafting a thoughtful and compliant response.


Do Address the Employee Respectfully: Always use a polite and respectful tone throughout the letter. Address the employee by name and ensure the letter conveys a sense of understanding and support for their situation.

Do Maintain Confidentiality: Keep all information about the employee's disability and accommodation request confidential. Information about the accommodation request should only be shared with personnel who need to know how to implement the accommodation, while information about the disability should be kept in a private file. 

Do Provide a Clear Response: Clearly state whether the accommodation has been approved, needs further information, is under consideration with proposed alternatives, or has been denied. Avoid ambiguous language that might confuse the employee.

Do Offer Alternatives if Possible: If the specific accommodation requested cannot be provided, suggest alternative accommodations when possible. This shows the company's willingness to work with employees to meet their needs.

Do Include Next Steps: Whether it's requesting more information, setting up a meeting to discuss alternatives, or outlining the process for implementing the approved accommodation, always specify what will happen next and provide a timeline.


Don't Make Assumptions About the Disability: Avoid making any assumptions or judgments about the employee's disability or how it should be accommodated. Focus on the accommodation request and the information provided by the employee.

Don't Delay Unnecessarily: Respond to the accommodation request in a timely manner. ADA does not specify exact timelines, but "promptly" handling requests is essential to avoid making the employee feel ignored or undervalued.

Don't Deny Without Explaining: If you must deny the requested accommodation, provide a clear and specific explanation for why the request cannot be accommodated, such as undue hardship to the business. This helps the employee understand the decision and maintains transparency.

Don't Forget to Document: Keep detailed records of the accommodation request and the company's response, including any communications and meetings held regarding the request. This documentation can be crucial for compliance and for resolving any future disputes.

Don't Overlook the Law: Ensure that the response complies with ADA guidelines and any other relevant federal, state, or local laws regarding disability and employment. This includes not just the decision itself but also how the process is handled and communicated.

By following these do's and don'ts, you can ensure that your ADA accommodation response letter is both respectful and compliant, fostering a positive and inclusive work environment.

—————Template and PDF Starts Here—————

[Your Company Letterhead]


[Employee's Name]

[Employee's Address]

[City, State, Zip Code]

Dear [Employee's Name],

Subject: Response to Request for Accommodation

Thank you for contacting us with your request for accommodation under the Americans with Disabilities Act (ADA). We are committed to providing a supportive and inclusive work environment that accommodates the needs of all our employees. Your well-being and ability to perform at your best are important to us.

Upon receiving your request, we have carefully reviewed the accommodations you suggested, considering the nature of your job and how these accommodations might help you perform your essential job functions while supporting your health and well-being.

[Choose the appropriate response from the options below]

Option 1: Accommodation Approved

We are pleased to inform you that your accommodation request has been approved. Based on the information provided, we agree that the following accommodations are approved:

  • [List the specific accommodations approved]
  • Approved Dates: [start date] to [end date]

We will initiate the necessary arrangements and anticipate everything will be in place by [date]. Please let us know if there are any adjustments or further considerations we should know during the implementation phase.

Option 2: Request for More Information

We require additional information to understand better your needs and how we can effectively accommodate you. Specifically, we would appreciate more details on [mention the specific information needed].

Please provide this information by [date]. Upon receipt, we will further evaluate your request and communicate our decision as promptly as possible.

Option 3: Alternative Accommodation Proposal

After reviewing your request, we believe that the following alternative accommodations might also meet your needs while ensuring operational effectiveness:

  • [List the specific alternative accommodations proposed]

We would like to discuss these alternatives with you to determine their suitability. Please let us know your availability for a meeting to discuss this further.

Option 4: Accommodation Denied

After a thorough review and consideration, we regret to inform you that we cannot approve your requested accommodation due to [state the specific reason, e.g., undue hardship, removal of essential functions, etc.].

We are open to discussing other ways we might be able to support you or any alternative accommodations that could be considered. Please let us know if you would like to explore other options.

[End with a supportive closing statement, such as the below]

We value your contributions to [Company Name] and are committed to assisting you in every way possible. Please do not hesitate to reach out to [contact person's name], [position], at [contact information] if you have any questions, need further clarification, or wish to discuss this matter further.

Thank you for bringing your request to our attention. We look forward to working together to find a suitable solution that supports your needs and ensures your success at [Company Name].


[Your Name]

[Your Position]

[Company Name]

[Contact Information]

—————Template and PDF Ends Here—————

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