Can my employer deny my accommodation request?
Sometimes — but not just because it's inconvenient or costs a little. Your employer must provide a reasonable accommodation unless it would cause undue hardship (significant difficulty or expense relative to their resources — a high bar, especially for larger employers). They can turn down your specific request, but they generally have to work with you to find an effective alternative. They can also say no if you're not qualified for the job even with accommodation, or if it poses a direct safety threat. What they can't do is ignore the request or refuse without a real reason.
The default is "yes"
Under the ADA, a covered employer must provide reasonable accommodations to a qualified employee with a disability. A "no" needs a legitimate justification — the burden is on the employer. (EEOC Enforcement Guidance on Reasonable Accommodation.)
"Undue hardship" — the real bar
They can deny an accommodation that would be a significant difficulty or expense, judged against the employer's size, resources, and structure. For a large employer, cost alone rarely clears this bar — and external funding (state vocational rehabilitation, tax credits, low-cost options from the reference) is part of the analysis.
They can choose the accommodation
If several accommodations would be effective, your employer can pick among them — your preference carries weight but isn't controlling. So a "denial" of your exact request often comes paired with an alternative that also works. That's the interactive process doing its job, not a refusal.
"Not qualified" or "direct threat"
They can also lawfully deny if you can't perform the job's essential functions even with accommodation, or if you'd pose a direct threat to health or safety that no accommodation can reduce. Both are narrow, fact-specific standards — not catch-alls.
If you're denied
- Ask for the reason in writing.
- Propose effective alternatives — keep the interactive process alive.
- Document the request, the response, and the dates.
- If it stalls, you can contact the Job Accommodation Network, your state agency, or file an EEOC charge — note that strict deadlines apply.
Sources
- U.S. EEOC — Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA ↗
- Americans with Disabilities Act (ADA), 42 U.S.C. § 12101 et seq.