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A World In Which People With Disabilities Have Unlimited Employment Opportunities

Office of Disability Employment Policy

Frequently Asked Questions

What are my obligations as an employer under the Americans with Disabilities Act?

Employers with 15 or more employees are prohibited under the Americans with Disabilities Act (ADA) from discriminating against qualified applicants or employees with disabilities. Information about employer obligations under the ADA can be obtained from the U.S. Equal Employment Opportunity Commission 800-669-4000 (voice), or 800-669-6820 (TTY). Information can also be obtained from the federally sponsored Disability and Business Technical Assistance Centers (DBTACs) in your area at 800-949-4232. Employers should also determine obligations they may have under state law.

Where can I get information about making workplace accommodations?

The Job Accommodation Network (JAN), sponsored by the Office of Disability Employment Policy (ODEP), provides employers, employees and others information about appropriate accommodations for specific individuals and jobs. JAN also provides information on the employment provisions of the Americans with Disabilities Act and on resources for technical assistance, funding, education, training and services related to the employment of people with disabilities. JAN recently established the Searchable Online Accommodation Resource (SOAR), a Web-based database of accommodation information based on the more than 250,000 cases to which it has responded. JAN can also be reached at 800-526-7234 (voice and TTY).

Who pays for the accommodations?

Many employment supports are paid for by the individual workers themselves. Some employment supports are paid for by more than one source. For example, workers and employers often share the cost of health insurance. Disability agencies or providers help individuals purchase, adapt and learn how to use many technology and transportation supports. Communities also provide some employment supports, such as accessible transportation. Additional information on possible funding sources is available through the Job Accommodation Network.

Can I get financial assistance or tax breaks to purchase certain types of accommodations?

Employers may be able to offset the cost of providing certain employment supports and making their businesses accessible to persons with disabilities by taking advantage of one or more of four federal tax incentives. State tax incentives may also be available.

If I hire somebody with a disability, will my medical insurance rates skyrocket?

Some employers fear that hiring a disabled person will cause further increases in company health insurance costs. The good news is that this fear is groundless. Disability is not necessarily synonymous with ill health. Many disabilities have no health effects other than that which caused the disability. Someone who uses a wheelchair may have no other health care concerns than whatever caused the paralysis or other condition that necessitated the wheelchair. That cause may very likely have no ongoing repercussions or need further treatment. But even if an individual with a disability really were "sicker" than others, it would likely have a minimal impact on a company's insurance premiums -- due to how insurance rates are calculated. Health insurance works on the principle that any given group will have a mix of people who range from those who never go to a doctor to those who have ongoing health care needs. The vitality of a health plan depends on the premiums of all in the pool paying for the higher medical costs of the few people with greater needs.

Where can I learn about legal protections available to me as a person with a disability?

ODEP offers:

Employment Laws: Disability and Discrimination at http://www.dol.gov/odep/pubs/fact/laws.htm

I got injured (or ill) while working at my job and cannot go back to work for a while. Am I entitled to some type of compensation?

ODEP offers information on Medical and Disability-Related Leave at http://www.dol.gov/odep/pubs/fact/employ.htm.

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	What are my obligations as an employer under the Americans with Disabilities Act?
	Employers with 15 or more employees are prohibited under the Americans with Disabilities Act (ADA) from discriminating against qualified applicants or employees with disabilities. Information about employer obligations under the ADA can be obtained from the U.S. Equal Employment Opportunity Commission 800-669-4000 (voice), or 800-669-6820 (TTY). Information can also be obtained from the federally sponsored Disability and Business Technical Assistance Centers (DBTACs) in your area at 800-949-4232. Employers should also determine obligations they may have under state law.
	Where can I get information about making workplace accommodations?
	The Job Accommodation Network (JAN), sponsored by the Office of Disability Employment Policy (ODEP), provides employers, employees and others information about appropriate accommodations for specific individuals and jobs. JAN also provides information on the employment provisions of the Americans with Disabilities Act and on resources for technical assistance, funding, education, training and services related to the employment of people with disabilities. JAN recently established the Searchable Online Accommodation Resource (SOAR), a Web-based database of accommodation information based on the more than 250,000 cases to which it has responded. JAN can also be reached at 800-526-7234 (voice and TTY).
	Who pays for the accommodations?
	Many employment supports are paid for by the individual workers themselves. Some employment supports are paid for by more than one source. For example, workers and employers often share the cost of health insurance. Disability agencies or providers help individuals purchase, adapt and learn how to use many technology and transportation supports. Communities also provide some employment supports, such as accessible transportation. Additional information on possible funding sources is available through the Job Accommodation Network.
	Can I get financial assistance or tax breaks to purchase certain types of accommodations?
	Employers may be able to offset the cost of providing certain employment supports and making their businesses accessible to persons with disabilities by taking advantage of one or more of four federal tax incentives. State tax incentives may also be available.
	If I hire somebody with a disability, will my medical insurance rates skyrocket?
	Some employers fear that hiring a disabled person will cause further increases in company health insurance costs. The good news is that this fear is groundless. Disability is not necessarily synonymous with ill health. Many disabilities have no health effects other than that which caused the disability. Someone who uses a wheelchair may have no other health care concerns than whatever caused the paralysis or other condition that necessitated the wheelchair. That cause may very likely have no ongoing repercussions or need further treatment. But even if an individual with a disability really were "sicker" than others, it would likely have a minimal impact on a company's insurance premiums -- due to how insurance rates are calculated. Health insurance works on the principle that any given group will have a mix of people who range from those who never go to a doctor to those who have ongoing health care needs. The vitality of a health plan depends on the premiums of all in the pool paying for the higher medical costs of the few people with greater needs.
	Where can I learn about legal protections available to me as a person with a disability?
	ODEP offers: Employment Laws: Disability and Discrimination at http://www.dol.gov/odep/pubs/fact/laws.htm
	I got injured (or ill) while working at my job and cannot go back to work for a while. Am I entitled to some type of compensation?
	ODEP offers information on Medical and Disability-Related Leave at http://www.dol.gov/odep/pubs/fact/employ.htm.