What is classified as undue hardship under the ADA?

Undue hardship under the Americans with Disabilities Act (ADA) refers to a situation where providing a reasonable accommodation for a qualified individual with a disability would result in significant difficulty or expense for the employer. This is a key concept in understanding the balance between the rights of employees with disabilities and the operational realities that employers face.

When an employer assesses whether an accommodation creates an undue hardship, they consider factors such as the nature and cost of the accommodation, the overall financial resources of the organization, and the impact on the operation of the business. If an accommodation involves significant difficulty (for instance, extensive modifications to worksite infrastructure) or financial expense that exceeds the employer's resources, it may qualify as undue hardship.

In contrast, minor adjustments or adaptations, such as small changes to workspaces or the provision of standard assistive technologies, typically do not impose undue hardship. Personal preferences that don't substantially facilitate an employee's ability to perform their job, such as personal preferences for ergonomic furniture, also do not fall within the scope of undue hardship. Additionally, mandatory training for employees, while potentially necessary for fostering an inclusive work environment, is not necessarily an undue hardship if it does not significantly impact the employer's operations or finances.