What constitutes a reasonable accommodation under the ADA?

A reasonable accommodation under the Americans with Disabilities Act (ADA) is defined as a modification or adjustment to a job or work environment that enables a qualified individual with a disability to perform essential job functions or enjoy equal benefits and privileges of employment. The key aspect of this definition is that the accommodation must not impose an undue hardship on the employer.

Undue hardship refers to significant difficulty or expense incurred by the employer when making an accommodation. Therefore, the correct understanding revolves around the balance between supporting employees with disabilities and the practical limitations of employers. An accommodation that places an excessive burden on the business—whether through financial costs or logistical challenges—would not be classified as reasonable.

Other options highlight issues that either misunderstand the essence of reasonable accommodations (as in the idea that any request by an employee should automatically be granted) or erroneously assert that accommodations can be reasonable if they significantly raise business costs or are inherently difficult to implement. The concept of reasonable accommodation is inherently tied to feasibility and practicality for both the employee and employer, making the understanding of undue hardship crucial in determining what is reasonable under the ADA.