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Ask for what helps you work
If your mind or body works differently, small changes at work can make a big difference: quiet, written instructions, a flexible start, breaks. In the U.S., you have the right to ask for them. This tool helps you write a clear, calm request letter in about ten minutes, without having to name your diagnosis.
Good to know before you send it
You can ask in any form
“Requests for reasonable accommodation do not need to be in writing,” and you “may use ‘plain English’ and need not mention the ADA or use the phrase ‘reasonable accommodation.’” Writing it down still helps, because it gives you a dated record. EEOC Enforcement Guidance on Reasonable Accommodation, Q1 and Q3
They may ask for some proof
If your disability or need is not obvious, an employer “may ask the individual for reasonable documentation” about the disability and its limits. That usually means a note from a provider, not your whole medical record. EEOC guidance, Q6
It is a conversation
The law expects an “informal process” between you and your employer to find what works. Your preference should get “primary consideration,” but the employer may choose a different accommodation if it is effective. EEOC guidance, Q5 and Q9
Your information is protected
Medical information your employer gets “must be kept confidential, and maintained in separate medical files,” and the ADA forbids retaliating against you for asserting your rights under it. EEOC, The ADA: Your Responsibilities as an Employer
The ADA’s employment rules cover employers with 15 or more employees, including state and local governments. Some state and city laws cover smaller employers too.
After you send it
- Keep a copy of what you sent, and write down the date and who you sent it to.
- Write notes after every meeting about it: the date, who was there, and what was agreed. Send a short email summary (“Thanks for meeting today. As I understand it, we agreed…”).
- If they say no to what you asked for, ask what they can offer instead. The goal is something that works, not a win.
- If you get no answer, follow up politely in writing.
Free help
Job Accommodation Network (JAN)
Free and confidential advice on accommodation ideas and the ADA, for workers and employers, from a service supported by the U.S. Department of Labor’s Office of Disability Employment Policy. Call (800) 526-7234, 9 a.m.–6 p.m. Eastern, Monday–Friday, email [email protected], or search ideas by condition at askjan.org.
If you think your rights were broken
The U.S. Equal Employment Opportunity Commission (EEOC) takes charges of disability discrimination. Call 1-800-669-4000, TTY 1-800-669-6820, ASL video phone 1-844-234-5122, or see how to file a charge. There is a deadline: usually 180 calendar days, or 300 where a state or local agency enforces a similar law. A lawyer or local legal aid office can tell you what applies to you.
The quoted lines come from the EEOC’s Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA and The ADA: Your Responsibilities as an Employer; JAN’s details come from its contact page. All were checked on 29 September 2026. The page and its letter wording were written with AI (Claude) for Scarlet Beast (our AI policy) and are not affiliated with JAN or the EEOC. Scarlet Beast is an open door for neurodivergent people, and this is for anyone, wherever they work. Found a mistake? Email [email protected].