AI workplace accommodation companion
Need a workplace adjustment for a health condition without oversharing your medical chart? Map each functional limitation to a primary Option A and backup Option B accommodation, generate a formal ADA Title I request letter and a one-page doctor documentation sheet, and track every step of the interactive process on your device.
Build your accommodation case
Draft savedAdd your job role, essential duties, and at least one functional limitation row.
Workplace accommodation self-check (plain English)
These three questions reflect the baseline questions that come up in ADA Title I and state workplace accommodation requests. Your answers are collected into your draft for context — this tool never decides legal coverage or eligibility.
List the core outcomes of your job so the letter and provider sheet show how your proposed adjustment keeps every essential function intact.
Describe the functional limitation and workplace barrier (no full clinical history required), your preferred Option A adjustment, and a practical Option B fallback.
0 characters · Plain workplace facts only: how you perform your core job, what changed or what barrier gets in the way, and any prior conversations with your manager or HR.
Shortcut Ctrl+Enter · Autosaves as you type
Your output
1. Map your functional limitations to Option A & Option B adjustments (or click a sample scenario)
2. Run the Interactive process plan first
3. Generate your formal HR request letter, provider sheet, or complete packet
Interactive process log
On this deviceGood-faith participation in the ADA interactive process is proven by the paper trail. Log each request, HR reply, provider letter, and trial check-in date; overdue follow-ups highlight in red.
- No interactive process steps logged yet. Add one below.
Saved sessions
Name a session to save this intake, your Option A/B rows, and your generated plan or packet on this device.
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Past outputs
Saved on this device when you generate. Tap any item to reload it.
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Real situations this fits
- You need an ergonomic, sensory, or schedule adjustment to keep performing your core duties without disclosing your entire medical chart to your supervisor
- HR asked for medical documentation from your doctor and you want a focused one-page functional checklist so your clinician writes what HR actually needs
- Your manager pushed back on your first idea ("we don't do that here") and you want to counter-propose an Option B adjustment or a 60-day trial period in writing
- You are returning from surgery or medical treatment with temporary lifting, standing, or schedule restrictions and want the transition documented cleanly
- You want one dated interactive-process log and printable packet in case HR stalls or changes contacts mid-stream
What actually makes workplace accommodation requests succeed
Lead with functional limitations, not raw chart notes
HR and supervisors do not need your full clinical history to evaluate an adjustment. They need to know the functional limitation (for example, photophobia triggered by overhead fluorescent glare or a 20-pound lifting restriction) and how your proposed change removes the workplace barrier so you can perform your essential duties.
Always bring an Option A and an Option B
Under EEOC Enforcement Guidance, an employer may choose among effective accommodations. Offering two concrete, workable options (Option A as your primary request and Option B as a practical fallback) keeps you in the driver's seat of the interactive process if HR rejects your first preference.
Propose a 60- or 90-day trial period
When a manager worries an adjustment might disrupt team workflow, a time-boxed 60-day trial with a scheduled review date lowers the stakes. If the trial works, you have objective proof from your own deliverables that the accommodation caused zero hardship.
Send a written recap after every verbal meeting
The interactive process often happens in hallway chats or Zoom calls. After every conversation, send a polite five-line email summarizing what was discussed, what alternative options were offered, and who owes the next step by what date.
FAQ
Do I have to use the words "ADA" or "reasonable accommodation" in my request?
No. Under EEOC Enforcement Guidance (Question 1), you only need to let your employer know in plain English that you need an adjustment or change at work for a reason related to a medical condition. However, stating clearly in writing that you are requesting a workplace accommodation creates an unmistakable date-stamped record.
Do I have to disclose my full medical diagnosis or medical records to my manager?
Generally no. Employers are entitled to know that you have a covered condition and how the resulting functional limitation affects your job duties, not your entire clinical history. Route medical documentation directly to HR or the designated leave/disability administrator, where it must be kept in a confidential medical file separate from your personnel file under 29 C.F.R. § 1630.14(c)(1).
Why should I propose both an Option A and an Option B accommodation?
Under ADA Title I, an employer does not have to grant your exact preferred accommodation if another effective accommodation removes the workplace barrier. Offering a primary Option A and a practical Option B keeps you in control of the alternatives and demonstrates good-faith participation in the interactive process.
What should my doctor include in an accommodation support letter?
Ask your clinician to focus on four specifics: (1) confirmation of an underlying medical impairment, (2) the specific functional limitation it causes, (3) which job duty or workplace condition triggers that limitation, and (4) why the requested adjustment enables you to perform your essential job functions, along with the expected duration. Use the Doctor documentation sheet mode above to print a one-page summary for your visit.
What if my employer says my requested accommodation is an undue hardship or against policy?
Modifying a neutral workplace policy is often the very definition of a reasonable accommodation, and undue hardship requires significant difficulty or expense relative to the employer's overall resources. If your primary option is declined, ask in writing what alternative effective accommodation HR proposes and offer a 60- or 90-day trial period with objective review metrics.
How is an ADA workplace accommodation different from FMLA leave?
FMLA provides up to 12 weeks of job-protected leave for eligible employees at 50+ employee worksites after 12 months and 1,250 hours of service. ADA Title I covers employers with 15+ employees from day one and focuses on workplace adjustments—or targeted leave when effective—that allow you to perform essential job functions. If you need continuous or intermittent medical leave, see our AI FMLA Request Letter tool.
Is this tool legal or medical advice?
No. This tool organizes your workplace facts, maps functional limitations to accommodation options, and drafts letters and checklists from the information you enter. It does not determine whether you have a covered disability, whether an accommodation is reasonable, or what legal outcome to expect. Review your draft with HR, the Job Accommodation Network (JAN), or an employment attorney before sending.