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The employment aspects of the Americans with Disabilities Act (ADA, Title I) state that employers are required to make reasonable accommodations for an employee with a disability, as long as the accommodation does not pose an “undue hardship” to the employer.
Explore essential autism accommodations in the workplace to foster inclusivity and support employee success. Learn best practices and legal rights.
The guidance, Questions & Answers about People with Intellectual Disability in the Workplace and the ADA, includes examples of numerous accommodations, some of which may be applicable for individuals with ASD. These include accommodations to the application process and to the performance of job tasks, including the use of a job coach.
When thinking about how to best accommodate employees with ASD, it’s important to note that ASD is a protected disability under the American with Disabilities Act (ADA). Legally, employers must provide reasonable accommodations for employees to perform essential functions.
Autistic adults may struggle with time management, sensory overload, and some interpersonal interactions. Autistic employees may be entitled to autism accommodations at work under the ADA, which could include a flexible schedule, a separate workspace, or a job coach.
The ADA requires that employers with 15 or more employees follow a certain standard of reasonable accommodations for qualified employees with disabilities. Employees are qualified if they: Satisfy the skill, experience, education, any other requirements of the position; Can perform primary job tasks with or without reasonable accommodation
Below is a quick overview of some job accommodations that have been useful for employees with ASD. Exhibiting Acceptable Workplace Social Skills: Look for mentors that always model acceptable social skills. Use a job coach to help you understand different social signs and cues.
Accommodations should be made on a case by case basis, considering each employee’s individual limitations and accommodation needs. Employers are encouraged to contact JAN to discuss specific situations in more detail.
Employers are also required to provide reasonable accommodations to employees with autism. Reasonable accommodations can include special equipment (such as a communication device) that allows the person to perform the job, scheduling changes, physical workspace, and changes to the way work assignments are chosen or communicated.
These accommodations address some limitations that people with ASD may have, including difficulty with interacting with coworkers, practicing workplace social skills, communicating with supervisors, and communicating in the workplace. This fact sheet was made by the JAN.