Under the ADA, what constitutes a reasonable accommodation?

A reasonable accommodation under the Americans with Disabilities Act (ADA) refers to modifications or adjustments made to enable an individual with a disability to enjoy equal employment opportunities. The concept focuses on ensuring that the accommodation meets the needs of the individual while also being feasible for the employer.

The option regarding modifications that incur minimal costs to the employer embodies the essence of a reasonable accommodation. This means that accommodations should be practical and financially manageable for the employer, thereby promoting an inclusive work environment without causing undue hardship. This aligns with the ADA's intent, which is to prevent discrimination against individuals with disabilities while considering the capabilities and constraints of the employer.

In contrast, the option about changes that benefit only certain employees does not align with the intent of the ADA, which seeks to promote access and equal opportunities for all individuals, regardless of their disabilities. The mention of adjustments that do not impose a burden on the employee misinterprets the notion of reasonable accommodation, as it is the employer's responsibility to assess the feasibility of accommodations. Lastly, the idea of exemptions from compliance for small businesses contradicts the ADA's requirement that all employers, regardless of size, must provide reasonable accommodations unless it would cause significant difficulty or expense, also known as "undue hardship."