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The Ultimate Guide to Global Remote Workforce Accommodations

TL;DR: Running a global remote company presents unique challenges regarding workplace accommodations. This blog post breaks down the fundamental laws you must abide by and provides tips on managing accommodations effectively in a global remote workforce.

Team Disclo
July 3, 2024

Introduction

As an employer, understanding and complying with various accommodation laws is crucial to ensuring a supportive and legally compliant work environment. Each region has its own set of regulations, and navigating this complex landscape requires diligence and strategic planning. Failing to comply can lead to legal repercussions, declining employee morale, and a less inclusive workplace. By understanding the legal requirements and implementing best practices, you can foster a work environment that supports all employees, regardless of location or needs.

Understanding Workplace Accommodation Laws

United States: Americans with Disabilities Act

The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship. This includes modifying or adjusting the job application process, the work environment, and how work is performed.

Key Points:

  • Reasonable Accommodation: Changes that allow an employee with a disability to perform essential job functions.
  • Undue Hardship: Significant difficulty or expense imposed on the employer, based on the specific employer's size and resources.
  • Interactive Process: Employers must engage in an open dialogue with the employee to determine appropriate accommodations.
  • Documentation: Maintain records of accommodation requests and the actions taken.
  • Confidentiality: Ensure all medical information is kept confidential and separate from general employee files.

State-Specific Laws

In addition to the ADA, many US states have their own disability accommodation laws that might be more stringent. For instance, California's Fair Employment and Housing Act (FEHA) offers broader protection than the ADA.

Key Points:

  • Compliance: Ensure that you are aware of and comply with state-specific regulations.
  • Updates: Regularly review state laws as they can change and impact your obligations.
  • Training: Provide regular training for HR and management on state-specific accommodation laws.
  • Resources: Utilize state-provided resources and guidelines to stay informed about changes.
  • Dual Compliance: Ensure compliance with federal and state laws, which may involve more stringent requirements.

International Laws

When managing employees in other countries, you must comply with local labor laws, which vary significantly. These laws can encompass a range of requirements, from providing reasonable accommodations to ensuring compliance with data protection regulations and offering training on accessibility standards. Below are some examples of key international laws and their specific requirements:

  • European Union: The Employment Equality Directive some text
    • Requires member states to implement legislation prohibiting discrimination on various grounds, including disability, and to provide reasonable accommodations for employees with disabilities.
    • Accommodation processes must align with strict EU data protection laws, which regulate personal health information management.
  • Canada: The Canadian Human Rights Act some text
    • Mandates accommodations to the point of undue hardship.
    • Employers must provide training on accessibility standards to employees and volunteers.
    • Employers must identify and remove barriers in the workplace that hinder accessibility.
  • Australia: Disability Discrimination Act 1992some text
    • Requires employers to make adjustments for disabled employees unless it would impose an unjustifiable hardship.
    • Employers must consult with the employee about the desired adjustments, ensuring they are practical and effective.
  • United Kingdom: Equality Act 2010some text
    • Mandates reasonable adjustments for disabled workers to avoid any substantial disadvantage compared to non-disabled workers.
    • Employers must anticipate the needs of potential disabled employees, not just current employees.
    • This includes less visible conditions such as mental health issues, often requiring accommodations such as flexible hours or remote work.

Key Points:

  • Research: Conduct thorough research or consult legal experts in each country where your employees are based.
  • Consistency: Develop a global policy that meets the highest standards of the countries you operate in.
  • Cultural Sensitivity: Understand and respect cultural differences in attitudes towards disability and accommodations.
  • Remote Work Technology: Invest in technology that facilitates remote work for disabled employees, such as accessibility software or ergonomic furniture that can be used at home.

Question & Answer

Question: My company is based in the U.S., but we have employees worldwide. Which laws do we need to follow for workplace accommodations? Do we need to comply with the ADA?

Answer: As a U.S.-based company with employees worldwide, you must comply with the Americans with Disabilities Act (ADA) for your U.S. employees. The ADA requires employers with 15 or more employees to provide reasonable accommodations for employees with disabilities.

For your employees outside the U.S., your company must adhere to the local labor laws of the countries in which they reside. Each country has its own workplace accommodations regulations, which can vary significantly from the ADA. It's crucial to conduct thorough research or consult legal experts in each respective country to ensure compliance with their specific laws. Developing a global policy that meets the highest standards of the countries where you operate can also help maintain consistency and legal compliance across your workforce.

Best Practices for Managing Workplace Accommodations in a Remote Workforce

Effectively managing workplace accommodations in a remote workforce requires a strategic approach that encompasses policy development, training, technology, communication, and legal consultation. Here are the best practices to help you navigate this complex area.

Develop a Comprehensive Accommodation Policy

Create a clear, written policy outlining the accommodation process. This should include:

  • Request Process: Detailed steps on how employees can request accommodations.
  • Evaluation Criteria: Criteria for evaluating accommodation requests to ensure fairness and consistency.
  • Implementation Guidelines: Instructions on how approved accommodations will be implemented.
  • Accessibility: Ensure the policy is easily accessible to all employees, possibly through the company intranet or employee handbook.
  • Regular Updates: Periodically review and update the policy to reflect changes in laws and company practices.

Training and Awareness

Invest in training programs for managers and HR personnel on accommodation laws and company policies. Training should cover:

  • Legal Requirements: Understanding of ADA, state-specific, and international laws.
  • Interactive Process: Best practices for engaging in the interactive process with employees.
  • Sensitivity Training: Building awareness and empathy around disability issues to handle requests appropriately and empathetically.
  • Practical Scenarios: Role-playing or case studies to help staff practice responding to accommodation requests.

Use Technology to Your Advantage

Leverage technology to facilitate accommodations. Examples include:

  • Video Conferencing Tools: Tools with captioning and transcription features for employees with hearing impairments.
  • Assistive Software: Screen readers, speech recognition software, and other assistive technologies to support various disabilities.
  • Ergonomic Equipment: Providing ergonomic chairs, adjustable desks, and other equipment to create comfortable home office setups.
  • Collaboration Platforms: Use platforms that support various accessibility features, ensuring all employees can participate fully in remote work.

Regular Communication

Maintain open lines of communication with your employees. This can be achieved through:

  • Scheduled Check-Ins: Regularly scheduled meetings to discuss accommodation needs and overall well-being.
  • Feedback Channels: Providing multiple channels (e.g., email, anonymous surveys) for employees to provide feedback on their accommodations.
  • Responsive Management: Encouraging managers to be responsive and proactive in addressing accommodation needs.
  • Inclusive Culture: Fostering a culture where employees feel comfortable discussing their needs without fear of stigma or retaliation.

Consult Legal Experts

Given the complexity of managing accommodations across multiple jurisdictions, it is crucial to consult with legal experts specializing in employment law. Benefits include:

  • Compliance Assurance: Ensuring your policies and practices comply with ADA, state-specific, and international laws.
  • Risk Mitigation: Identifying and mitigating potential legal risks associated with accommodation practices.
  • Policy Development: Assistance in developing or refining accommodation policies to meet legal standards.
  • Complex Cases: Expert advice on handling complex or contentious accommodation requests.

By following these best practices, you can create an inclusive and supportive environment for your remote workforce, ensuring that all employees have the necessary accommodations to perform their jobs effectively.

Remote Work and Its Challenges

The Rise of Remote Work

The shift to remote work, accelerated by the pandemic, has created new opportunities and challenges. While remote work offers flexibility, it also necessitates reevaluating how reasonable accommodation requests are handled. The Equal Employment Opportunity Commission (EEOC) emphasizes that ADA accommodations apply to remote work and in-person settings.

Read More: Remote, Hybrid, and In-Person: The Crucial Role of Accommodations in Every Work Model 

Challenges for Employees with Disabilities

Employees with disabilities may face unique challenges in a remote work environment. These can include difficulties with technology, isolation, and the need for specialized equipment or adjustments to their home worksite. Understanding these challenges is crucial for providing adequate accommodations.

Legal Frameworks

The ADA and the Rehabilitation Act mandate that employers provide reasonable accommodations to qualified individuals with disabilities unless doing so would cause undue hardship. This includes accommodations for remote work or telework arrangements. Compliance with these laws is essential to avoid legal pitfalls and effectively support your employees.

Identifying and Implementing Accommodation Needs

Assessment Strategies

To determine accommodation needs, engage in an interactive process with your employees. This involves open and honest communication about their specific needs and potential accommodations. Use tools like the EEOC’s fact sheet to guide these discussions and ensure all parties understand their rights and responsibilities.

Communication and Confidentiality

Maintain confidentiality when discussing accommodations. Employees should feel comfortable disclosing their medical condition or disability without fear of stigma or retaliation. Clear communication channels and a culture of trust are vital for this process.

Encouraging Self-Identification

Create a work environment where employees feel safe to self-identify their accommodation needs. Encourage them to come forward by promoting an inclusive culture and providing clear information about the accommodation process.

Read More: Improve your company culture: 5 benefits to increasing disability disclosure at work

Technology and Equipment

Providing the right technology and equipment is often the first step in accommodating remote workers. This can include assistive technologies, ergonomic furniture, and specialized software, such as screen readers for visually impaired employees or speech recognition software for those with mobility issues.

Flexible Work Arrangements

Flexibility is critical in remote work accommodations. Consider options like flexible work schedules, part-time work, or job sharing to meet your employees' diverse needs. Allowing employees to adjust their work hours can help those who experience flare-ups of their medical condition manage their workload more effectively.

Environmental Modifications

Adjustments to the home worksite can significantly impact an employee’s ability to perform their job duties. This might involve providing noise-canceling headphones for those with sensory sensitivities or ensuring that workstations are set up to minimize physical strain.

Assistive Technologies

Invest in assistive technologies that can aid in communication and task completion. This includes software like Zoom for video conferencing, which can be equipped with captioning for employees with hearing impairments, or project management tools that offer customizable views to accommodate different working styles.

Developing Policies and Procedures

Establish clear policies and procedures for handling accommodation requests. This includes a defined process for employees to request accommodations, criteria for evaluating these requests, and guidelines for implementing approved accommodations. Ensure these policies are accessible and well-communicated to all employees.

Training and Support

Provide training for managers and HR professionals on how to handle accommodation requests and implement accommodations effectively. This training should cover legal requirements, the interactive process’, and best practices for supporting employees with disabilities.

Monitoring and Feedback

Implement a system for monitoring the effectiveness of accommodations and gathering employee feedback. Regular check-ins help ensure that accommodations remain effective and adjustments are made as needed.

Global Considerations

International Legal Requirements

Navigating global remote work accommodations requires an understanding of international legal requirements. For example, the European Union has its own set of regulations that differ from the ADA. Familiarize yourself with the legal mandates in the countries where your employees are located to ensure compliance.

Cultural Sensitivities

Cultural differences can impact how accommodations are perceived and accepted. Be mindful of these differences and approach accommodation requests with cultural sensitivity. What works in one region may not be effective or appropriate in another.

Coordination Across Borders

Coordinating accommodation efforts across borders can be challenging for multinational organizations. Establish a centralized system for managing accommodations while allowing regional adaptations to meet local needs.

Best Practices and Case Studies

Success Stories

Learning from organizations that have successfully navigated remote work accommodations can provide valuable insights. For example, Microsoft’s inclusive hiring program includes remote work accommodations tailored to individual needs, demonstrating the company’s commitment to diversity and inclusion.

Lessons Learned

Reflecting on lessons learned from real-world implementation can help you avoid common pitfalls. For instance, ensuring that accommodation requests are handled case-by-case can prevent a one-size-fits-all approach that may not meet individual needs.

Conclusion

Navigating workplace accommodations for a global remote workforce involves understanding and complying with various laws across different states and countries. By developing a comprehensive policy, training your team, leveraging technology, and consulting legal experts, you can create an inclusive and legally compliant work environment that supports all your employees.

Resources and Further Reading

Focusing on the essential functions of the job and maintaining an open dialogue with your employees can ensure that reasonable accommodations are provided effectively, regardless of the work environment. Remember, fostering an inclusive workplace benefits everyone, enhancing productivity and morale across your organization.

Related Resources

About Disclo

Built by 2x disability-focused founders, the software is a workplace ADA and PWFA accommodations platform for companies focused on making workplaces inclusive for everyone. Disclo is a HIPAA-compliant platform that requests, tracks, and manages workplace accommodations—all in one place. 

Disclo makes handling accommodations seamless by combining automation, in-app medical e-verification, out-of-the-box analytics (so you can auto-track against EEOC and ADA standards), and the ability to connect to any HRIS and ATS with pre-built integrations.

Strengthen workplace inclusivity and future-proof ADA and PWFA processes while establishing a digital paper trail for your organization. Learn more at disclo.com/demo.

Introduction

As an employer, understanding and complying with various accommodation laws is crucial to ensuring a supportive and legally compliant work environment. Each region has its own set of regulations, and navigating this complex landscape requires diligence and strategic planning. Failing to comply can lead to legal repercussions, declining employee morale, and a less inclusive workplace. By understanding the legal requirements and implementing best practices, you can foster a work environment that supports all employees, regardless of location or needs.

Understanding Workplace Accommodation Laws

United States: Americans with Disabilities Act

The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship. This includes modifying or adjusting the job application process, the work environment, and how work is performed.

Key Points:

  • Reasonable Accommodation: Changes that allow an employee with a disability to perform essential job functions.
  • Undue Hardship: Significant difficulty or expense imposed on the employer, based on the specific employer's size and resources.
  • Interactive Process: Employers must engage in an open dialogue with the employee to determine appropriate accommodations.
  • Documentation: Maintain records of accommodation requests and the actions taken.
  • Confidentiality: Ensure all medical information is kept confidential and separate from general employee files.

State-Specific Laws

In addition to the ADA, many US states have their own disability accommodation laws that might be more stringent. For instance, California's Fair Employment and Housing Act (FEHA) offers broader protection than the ADA.

Key Points:

  • Compliance: Ensure that you are aware of and comply with state-specific regulations.
  • Updates: Regularly review state laws as they can change and impact your obligations.
  • Training: Provide regular training for HR and management on state-specific accommodation laws.
  • Resources: Utilize state-provided resources and guidelines to stay informed about changes.
  • Dual Compliance: Ensure compliance with federal and state laws, which may involve more stringent requirements.

International Laws

When managing employees in other countries, you must comply with local labor laws, which vary significantly. These laws can encompass a range of requirements, from providing reasonable accommodations to ensuring compliance with data protection regulations and offering training on accessibility standards. Below are some examples of key international laws and their specific requirements:

  • European Union: The Employment Equality Directive some text
    • Requires member states to implement legislation prohibiting discrimination on various grounds, including disability, and to provide reasonable accommodations for employees with disabilities.
    • Accommodation processes must align with strict EU data protection laws, which regulate personal health information management.
  • Canada: The Canadian Human Rights Act some text
    • Mandates accommodations to the point of undue hardship.
    • Employers must provide training on accessibility standards to employees and volunteers.
    • Employers must identify and remove barriers in the workplace that hinder accessibility.
  • Australia: Disability Discrimination Act 1992some text
    • Requires employers to make adjustments for disabled employees unless it would impose an unjustifiable hardship.
    • Employers must consult with the employee about the desired adjustments, ensuring they are practical and effective.
  • United Kingdom: Equality Act 2010some text
    • Mandates reasonable adjustments for disabled workers to avoid any substantial disadvantage compared to non-disabled workers.
    • Employers must anticipate the needs of potential disabled employees, not just current employees.
    • This includes less visible conditions such as mental health issues, often requiring accommodations such as flexible hours or remote work.

Key Points:

  • Research: Conduct thorough research or consult legal experts in each country where your employees are based.
  • Consistency: Develop a global policy that meets the highest standards of the countries you operate in.
  • Cultural Sensitivity: Understand and respect cultural differences in attitudes towards disability and accommodations.
  • Remote Work Technology: Invest in technology that facilitates remote work for disabled employees, such as accessibility software or ergonomic furniture that can be used at home.

Question & Answer

Question: My company is based in the U.S., but we have employees worldwide. Which laws do we need to follow for workplace accommodations? Do we need to comply with the ADA?

Answer: As a U.S.-based company with employees worldwide, you must comply with the Americans with Disabilities Act (ADA) for your U.S. employees. The ADA requires employers with 15 or more employees to provide reasonable accommodations for employees with disabilities.

For your employees outside the U.S., your company must adhere to the local labor laws of the countries in which they reside. Each country has its own workplace accommodations regulations, which can vary significantly from the ADA. It's crucial to conduct thorough research or consult legal experts in each respective country to ensure compliance with their specific laws. Developing a global policy that meets the highest standards of the countries where you operate can also help maintain consistency and legal compliance across your workforce.

Best Practices for Managing Workplace Accommodations in a Remote Workforce

Effectively managing workplace accommodations in a remote workforce requires a strategic approach that encompasses policy development, training, technology, communication, and legal consultation. Here are the best practices to help you navigate this complex area.

Develop a Comprehensive Accommodation Policy

Create a clear, written policy outlining the accommodation process. This should include:

  • Request Process: Detailed steps on how employees can request accommodations.
  • Evaluation Criteria: Criteria for evaluating accommodation requests to ensure fairness and consistency.
  • Implementation Guidelines: Instructions on how approved accommodations will be implemented.
  • Accessibility: Ensure the policy is easily accessible to all employees, possibly through the company intranet or employee handbook.
  • Regular Updates: Periodically review and update the policy to reflect changes in laws and company practices.

Training and Awareness

Invest in training programs for managers and HR personnel on accommodation laws and company policies. Training should cover:

  • Legal Requirements: Understanding of ADA, state-specific, and international laws.
  • Interactive Process: Best practices for engaging in the interactive process with employees.
  • Sensitivity Training: Building awareness and empathy around disability issues to handle requests appropriately and empathetically.
  • Practical Scenarios: Role-playing or case studies to help staff practice responding to accommodation requests.

Use Technology to Your Advantage

Leverage technology to facilitate accommodations. Examples include:

  • Video Conferencing Tools: Tools with captioning and transcription features for employees with hearing impairments.
  • Assistive Software: Screen readers, speech recognition software, and other assistive technologies to support various disabilities.
  • Ergonomic Equipment: Providing ergonomic chairs, adjustable desks, and other equipment to create comfortable home office setups.
  • Collaboration Platforms: Use platforms that support various accessibility features, ensuring all employees can participate fully in remote work.

Regular Communication

Maintain open lines of communication with your employees. This can be achieved through:

  • Scheduled Check-Ins: Regularly scheduled meetings to discuss accommodation needs and overall well-being.
  • Feedback Channels: Providing multiple channels (e.g., email, anonymous surveys) for employees to provide feedback on their accommodations.
  • Responsive Management: Encouraging managers to be responsive and proactive in addressing accommodation needs.
  • Inclusive Culture: Fostering a culture where employees feel comfortable discussing their needs without fear of stigma or retaliation.

Consult Legal Experts

Given the complexity of managing accommodations across multiple jurisdictions, it is crucial to consult with legal experts specializing in employment law. Benefits include:

  • Compliance Assurance: Ensuring your policies and practices comply with ADA, state-specific, and international laws.
  • Risk Mitigation: Identifying and mitigating potential legal risks associated with accommodation practices.
  • Policy Development: Assistance in developing or refining accommodation policies to meet legal standards.
  • Complex Cases: Expert advice on handling complex or contentious accommodation requests.

By following these best practices, you can create an inclusive and supportive environment for your remote workforce, ensuring that all employees have the necessary accommodations to perform their jobs effectively.

Curious to see how accommodations can support your employees?

Schedule a free demo today.
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Remote Work and Its Challenges

The Rise of Remote Work

The shift to remote work, accelerated by the pandemic, has created new opportunities and challenges. While remote work offers flexibility, it also necessitates reevaluating how reasonable accommodation requests are handled. The Equal Employment Opportunity Commission (EEOC) emphasizes that ADA accommodations apply to remote work and in-person settings.

Read More: Remote, Hybrid, and In-Person: The Crucial Role of Accommodations in Every Work Model 

Challenges for Employees with Disabilities

Employees with disabilities may face unique challenges in a remote work environment. These can include difficulties with technology, isolation, and the need for specialized equipment or adjustments to their home worksite. Understanding these challenges is crucial for providing adequate accommodations.

Legal Frameworks

The ADA and the Rehabilitation Act mandate that employers provide reasonable accommodations to qualified individuals with disabilities unless doing so would cause undue hardship. This includes accommodations for remote work or telework arrangements. Compliance with these laws is essential to avoid legal pitfalls and effectively support your employees.

Identifying and Implementing Accommodation Needs

Assessment Strategies

To determine accommodation needs, engage in an interactive process with your employees. This involves open and honest communication about their specific needs and potential accommodations. Use tools like the EEOC’s fact sheet to guide these discussions and ensure all parties understand their rights and responsibilities.

Communication and Confidentiality

Maintain confidentiality when discussing accommodations. Employees should feel comfortable disclosing their medical condition or disability without fear of stigma or retaliation. Clear communication channels and a culture of trust are vital for this process.

Encouraging Self-Identification

Create a work environment where employees feel safe to self-identify their accommodation needs. Encourage them to come forward by promoting an inclusive culture and providing clear information about the accommodation process.

Read More: Improve your company culture: 5 benefits to increasing disability disclosure at work

Technology and Equipment

Providing the right technology and equipment is often the first step in accommodating remote workers. This can include assistive technologies, ergonomic furniture, and specialized software, such as screen readers for visually impaired employees or speech recognition software for those with mobility issues.

Flexible Work Arrangements

Flexibility is critical in remote work accommodations. Consider options like flexible work schedules, part-time work, or job sharing to meet your employees' diverse needs. Allowing employees to adjust their work hours can help those who experience flare-ups of their medical condition manage their workload more effectively.

Environmental Modifications

Adjustments to the home worksite can significantly impact an employee’s ability to perform their job duties. This might involve providing noise-canceling headphones for those with sensory sensitivities or ensuring that workstations are set up to minimize physical strain.

Assistive Technologies

Invest in assistive technologies that can aid in communication and task completion. This includes software like Zoom for video conferencing, which can be equipped with captioning for employees with hearing impairments, or project management tools that offer customizable views to accommodate different working styles.

Developing Policies and Procedures

Establish clear policies and procedures for handling accommodation requests. This includes a defined process for employees to request accommodations, criteria for evaluating these requests, and guidelines for implementing approved accommodations. Ensure these policies are accessible and well-communicated to all employees.

Training and Support

Provide training for managers and HR professionals on how to handle accommodation requests and implement accommodations effectively. This training should cover legal requirements, the interactive process’, and best practices for supporting employees with disabilities.

Monitoring and Feedback

Implement a system for monitoring the effectiveness of accommodations and gathering employee feedback. Regular check-ins help ensure that accommodations remain effective and adjustments are made as needed.

Global Considerations

International Legal Requirements

Navigating global remote work accommodations requires an understanding of international legal requirements. For example, the European Union has its own set of regulations that differ from the ADA. Familiarize yourself with the legal mandates in the countries where your employees are located to ensure compliance.

Cultural Sensitivities

Cultural differences can impact how accommodations are perceived and accepted. Be mindful of these differences and approach accommodation requests with cultural sensitivity. What works in one region may not be effective or appropriate in another.

Coordination Across Borders

Coordinating accommodation efforts across borders can be challenging for multinational organizations. Establish a centralized system for managing accommodations while allowing regional adaptations to meet local needs.

Best Practices and Case Studies

Success Stories

Learning from organizations that have successfully navigated remote work accommodations can provide valuable insights. For example, Microsoft’s inclusive hiring program includes remote work accommodations tailored to individual needs, demonstrating the company’s commitment to diversity and inclusion.

Lessons Learned

Reflecting on lessons learned from real-world implementation can help you avoid common pitfalls. For instance, ensuring that accommodation requests are handled case-by-case can prevent a one-size-fits-all approach that may not meet individual needs.

Conclusion

Navigating workplace accommodations for a global remote workforce involves understanding and complying with various laws across different states and countries. By developing a comprehensive policy, training your team, leveraging technology, and consulting legal experts, you can create an inclusive and legally compliant work environment that supports all your employees.

Resources and Further Reading

Focusing on the essential functions of the job and maintaining an open dialogue with your employees can ensure that reasonable accommodations are provided effectively, regardless of the work environment. Remember, fostering an inclusive workplace benefits everyone, enhancing productivity and morale across your organization.

Related Resources

About Disclo

Built by 2x disability-focused founders, the software is a workplace ADA and PWFA accommodations platform for companies focused on making workplaces inclusive for everyone. Disclo is a HIPAA-compliant platform that requests, tracks, and manages workplace accommodations—all in one place. 

Disclo makes handling accommodations seamless by combining automation, in-app medical e-verification, out-of-the-box analytics (so you can auto-track against EEOC and ADA standards), and the ability to connect to any HRIS and ATS with pre-built integrations.

Strengthen workplace inclusivity and future-proof ADA and PWFA processes while establishing a digital paper trail for your organization. Learn more at disclo.com/demo.

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