Fact Sheet: Managers’ Decisions About Informal Accommodation Requests by Employees With and Without Disabilities – Disability Employment Policy Research and Training

Authors: Bonaccio, S., et al.

Publication Date: 2026

Abstract: This study by Silvia Bonaccio and colleagues focused on informal requests for accommodations by employees: those that are not based on legal requirements or human resource policies. These requests are made “casually” by employees with and without disabilities in conversations with management, rather than through a formal process, and may include changes to non-essential job tasks, schedules, equipment, or other working conditions. Managers generally determine whether to grant these requests on a case-by-case basis rather than through an organization-wide policy or review of legal obligations. This study analyzed the factors managers examine and rely upon in deciding whether to grant such requests.

Citation: Bonaccio, S., et al. (2026). Managers' Decisions About Informal Accommodation Requests by Employees With and Without Disabilities. Human Resource Management.

Keywords: Americans with Disabilities Act (ADA), Employee Relations, Reasonable Accommodations

Download Fact Sheet: Fact Sheet: Managers’ Decisions About Informal Accommodation Requests by Employees With and Without Disabilities (PDF)

Key Findings

Influence of Performance and Longevity: Managers were more likely to grant requests by employees they viewed as more effective and who worked for the company for a longer time.
Importance of “Organizational Citizenship Behaviors”: Employees who engage in activities that are perceived as helpful to the organization were more likely to have their requests granted than those who do what is expected but no more.
Whether the Request was Disability-Related: Managers were more likely to grant requests related to disability than for family responsibilities.
Impact of Manager Attitudes: Managers with more positive views of accommodations were more likely to approve requests.

Implications for Policymakers

Policymakers can use findings from this study to develop and amend workplace laws, policies, and practices that:

Encourage Clear Standards: Findings from this study can inform workplace education, training, and technical assistance programs to ensure that decision-making is consistent and based on standards that do not favor one “type” of requester over others.
Align Policy and Practice: Findings from this study can inform workplace policies and practice that integrate informal and formal request consideration procedures.
Address Broader Workforce and Economic Goals: Findings from this study can inform policies and practices around employee retention and relations, to help promote workplace flexibility, performance, and morale.

For more information on requests for accommodations, an employer’s responsibilities under Title I of the Americans with Disabilities Act (ADA) and other employment issues, please see the Southeast ADA Center’s Resource Page on Employment.