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Reasonable Accommodations

The pandemic has triggered an increase in requests for reasonable accommodation relating to returning to the workplace, vaccinations, face coverings and remote work.


Employers should have a process for handling potential exceptions for any mandatory vaccination requirements, reasonable accommodation for disability or religious beliefs. EEOC guidance provides examples of reasonable accommodation for an unvaccinated employee entering the workplace illustrating many viable accommodation options. However disparate impact issues and religious beliefs have caused some employers to question their policies.