EMPLOYMENT LAW
Published Jan 30, 2026
The Americans with Disabilities Act (ADA) is a federal law aimed at preventing discrimination against people with disabilities. Its main objectives are to provide equal opportunities, enable full participation in society, support independent living, and encourage economic self-sufficiency.
Understanding the Americans with Disabilities Act
Enacted in 1990, the ADA prohibits discrimination based on disability in employment, public services, public accommodations, and telecommunications.
Title I focuses specifically on workplace protections. This section covers private employers with 15 or more employees, as well as state and local governments, employment agencies, and labor unions.
Title I guarantees equal access to all terms and conditions of employment for qualified individuals with disabilities, including job applications, hiring, firing, promotions, compensation, and other job benefits.
Defining Disability Under the ADA
The ADA uses a three-part definition of disability: a physical or mental impairment substantially limiting one or more major life activities; a record of such an impairment; or being regarded by others as having such an impairment.
“Substantially limits” is interpreted broadly and does not require someone to be completely unable to perform an activity. The term includes impairments that restrict everyday activities or bodily functions.
Major life activities include:
- Walking, standing, and lifting
- Concentrating, thinking, and working
- Caring for oneself, eating, sleeping, and breathing
- Functions of the immune, neurological, and circulatory systems
Fibromyalgia and the ADA’s Definition
Fibromyalgia isn’t automatically considered a disability under the ADA. Qualification depends on how a person’s symptoms—such as chronic pain, fatigue, or cognitive difficulties—impact their ability to perform major life activities.
If the disability or need for accommodation isn’t obvious, employers may request reasonable medical documentation.
Documentation should only verify the disability and the need for changes, focusing on functional limitations rather than providing a complete medical history.
Requesting Reasonable Accommodations
Employees with fibromyalgia who have known limitations can request reasonable workplace accommodations.
-A reasonable accommodation is any change to a job or work environment that helps a person with a disability carry out essential job duties.
-Requests can be made verbally or in writing, notifying the employer that a workplace adjustment is needed for medical reasons.
-This begins an informal, interactive process where both employer and employee discuss limitations and explore solutions.
Common reasonable accommodations for fibromyalgia include:
- Job restructuring
- Modified work schedules
- Purchasing or adapting equipment or devices
Employer Responsibilities
Employers must provide reasonable accommodations unless it causes undue hardship defined as significant difficulty or expense. When evaluating requests, the law considers the cost of accommodation, company resources, and its impact on operations.
Employers are also required to protect employee privacy. Medical information obtained through ADA procedures must be kept confidential and stored separately from personnel files. Employers must ensure their workplace practices do not discriminate against qualified individuals with disabilities.
Leave a Reply