Workplace Accommodations: Practical Tips That Actually Work

Many people assume accommodations are costly or rare. In reality, small changes often fix big problems. This page gives clear, usable steps for employees who need help and simple actions managers can take right away.

How to request an accommodation

Start with a short, focused request. Say what problem you have at work, how it affects job tasks, and one or two solutions you think would help. Example: “I have chronic back pain that makes sitting for long periods painful. I’d like a standing desk or more frequent short breaks.” Keep it written—email or a brief note—so there’s a record.

After you request it, expect an “interactive process.” That just means a conversation: employer may ask for clarification or medical information. You don’t have to share your full medical history—just what’s needed to show the accommodation relates to the job. In the U.S., the Americans with Disabilities Act (ADA) guides this. If you’re outside the U.S., check local laws, but the steps are similar: ask, discuss options, try a solution.

Pro tip: propose a short trial period (two to four weeks). That makes employers more willing to try something and gives you a chance to see if it helps.

Common accommodation ideas and low-cost fixes

Here are practical options that work for many jobs and don’t break the bank:

- Ergonomic adjustments: an adjustable chair, lumbar cushion, footrest, or a small laptop stand. Many of these cost under $100. - Flexible schedule: shifting start/end times, compressed workweek, or extra short breaks. - Remote or hybrid work: full or partial remote days reduce commuting stress and exposure to triggers. - Assistive tech: screen readers, speech-to-text, larger monitors, or noise-cancelling headphones—some free or cheap apps exist. - Job restructuring: move nonessential tasks to others or rearrange duties so the employee handles the core parts they can perform. - Simple workspace changes: move desk closer to restrooms, better lighting, or a quieter area.

Service animals, parking adjustments, or schedule of medical leave are other options when needed. Always match the fix to the actual barrier—don’t overcomplicate it.

Managers: respond quickly and keep things confidential. Ask what outcome the employee needs, not every medical detail. Offer two or three options and agree on a trial period. If something doesn’t work, tweak it—most solutions are small changes, not huge investments.

Employees: document requests and responses. If your employer denies an accommodation, ask for the specific reason and whether an alternative would be acceptable. If you hit a roadblock, HR, an employee assistance program, or a local disability office can help.

Small changes can make work possible and productive. Focus on the problem, suggest realistic solutions, and be open to trying options for a short time. That practical approach usually gets faster, better results.