Download Fact Sheet: Fact Sheet: Answers to Frequently Asked Questions about Telework Accommodations for Federal Employees with Disabilities (PDF)
Keywords: Reasonable Accommodations, Telework, Federal Employees
This resource from the Equal Employment Opportunity Commission (EEOC) provides guidance on how telework can be a reasonable accommodation for federal employees with disabilities under the Rehabilitation Act of 1973. It was developed in response to an executive order instructing federal agencies to “return to work in-person . . . on a full-time basis . . . consistent with applicable law.” EEOC explains when telework may be an appropriate accommodation, the factors to consider when evaluating telework requests, and when telework may be an undue burden.
Key Findings
- Telework May Be a Reasonable Accommodation: Telework may be a reasonable accommodation when it allows a qualified employee with a disability to perform essential job functions without imposing undue hardship on the agency.
- Individualized Assessments Are Necessary: Agencies should evaluate telework requests on a case-by-case basis and consider the nature of the job, the employee’s disability, and how telework affects job performance and operational needs.
- Consider Essential Functions of the If the essential functions and duties of a job require on-site presence, telework would not be reasonable accommodation.
- Document the Process: Agencies should document the telework request, discussions with the employee about it, and their reasons for granting or denying it.
Implications for Policymakers
Policymakers may use this guidance to:
- Create or Adapt state, or local policies and practices regarding telework and other potential reasonable accommodations, to ensure harmony with federal guidance and compliance with relevant laws.
- Standardize Policies and Procedures across agencies or departments, to promote consistency and fair treatment across the public
- Inform Broader Workforce and Public Sector Telework Policy: As telework continues to shape workforce practices, this guidance can inform broader telework and remote work policies to balance flexibility, performance expectations, and legal
For more information on how the Rehabilitation Act, Americans with Disabilities Act and other laws interact with state and local agencies and services, please review the Southeast ADA Center’s Resource Page.