---
title: What are my legal obligations to provide accommodations for employees with disabilities in Georgia?
description: "\"Legal Faqs - Learn about your legal obligations as an employer in Georgia when it comes to accommodating employees with disabilities. Get the information you need to ensure compliance and create an inclusive workplace.\""
image: https://www.legalfaq.ai/hubfs/LegalFAQ/georgia-legal-faqs.jpg
---

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 March 26, 2023

# What are my legal obligations to provide accommodations for employees with disabilities in Georgia?

![Picture of Chris Battis](https://www.legalfaq.ai/hs-fs/hubfs/battis-mug.jpg?width=50&name=battis-mug.jpg) By  [Chris Battis](https://www.legalfaq.ai/faqs/author/chris-battis)  ·   1 minute read

As an employer in Georgia, you have a legal obligation to provide reasonable accommodations to employees with disabilities under the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973.

Reasonable accommodations are modifications or adjustments to the job or work environment that enable a qualified employee with a disability to perform the essential functions of their job. Reasonable accommodations may include changes to work schedules, job duties, equipment or tools, or workplace policies and practices.

Under the ADA, an employee with a disability may request an accommodation by notifying their employer and explaining their need for the accommodation. Employers are required to engage in an interactive process with the employee to determine an appropriate accommodation, unless the accommodation would cause an undue hardship to the employer.

An undue hardship is determined by looking at a variety of factors including the nature and cost of the accommodation, the overall resources of the employer, and the impact of the accommodation on the workplace.

It's important to note that employees with disabilities are not required to discuss their disability with their employer or request an accommodation unless they need one. Additionally, employers cannot discriminate against employees with disabilities or retaliate against them for requesting an accommodation.

If you receive a request for an accommodation, it's important to promptly engage in an interactive process with the employee to determine an appropriate accommodation. If an accommodation would cause an undue hardship, you should document the reasons why and provide the employee with a written explanation.

In general, it's a good practice to have a written policy in place that outlines your obligations under the ADA and the process for requesting and providing accommodations. Additionally, consider providing training for managers and supervisors on how to effectively engage in the interactive process and handle requests for accommodations.

Overall, providing accommodations for employees with disabilities is a legal obligation, but it's also the right thing to do. Not only does it ensure that all employees have equal opportunities, but it can also improve morale, productivity, and retention in the workplace.

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