Reasonable Accommodations in Chicago

You told your employer what you needed to keep doing your job well. It may have been a piece of equipment, a change in duties, or a modified schedule. Maybe it worked for a while, but then something changed. Perhaps a new manager came onto the scene, a company policy changed, or your employer just decided your accommodation was no longer worth the trouble. On the other hand, maybe your employer ignored your request entirely. Whatever the case, you’re now fighting just to retain a job you were already successful in.

This situation is not just frustrating. It may be illegal. Federal and Illinois law require employers to provide reasonable accommodations to qualified employees with disabilities, and that obligation does not expire for any reason. At the Law Office of Mitchell A. Kline, we help employees throughout the Chicago metropolitan area hold employers accountable.

A Firm Built on Employment Law Experience

The Law Office of Mitchell A. Kline has represented employees across the Chicago area since 1999. Mitchell Kline’s background includes time as an Assistant State’s Attorney in Cook County, an administrative law judge at the Illinois Human Rights Commission, and a staff attorney at the Illinois Workers’ Compensation Commission. This combination of prosecutorial, administrative, and advocacy-focused perspectives shapes how he approaches every accommodation dispute he handles.

Who We Serve

Reasonable accommodation disputes take shape in different ways. You may recognize your situation in the scenarios below:

• Your employer eliminated an accommodation that was working. You had an adjusted schedule, modified duties, or remote work arrangement that allowed you to do your job well, but then a new manage or policy struck it down, even though your situation hasn’t changed.
• Your employer sent you home instead of finding a solution. You know you can still do your job with the right accommodations, but instead of considering options, your employer simply pushed you to leave or removed you from the schedule entirely.
• A vacant role could keep you employed, but your employer won’t consider it. When you can no longer complete the duties of your current position, reassignment to a currently vacant role could be a legal option. However, your employer refuses to discuss it and tells you the only way out is to leave.
• You requested an accommodation and lost your job shortly after. You disclosed a disability-related limitation or asked for adjustments and then found yourself terminated over attendance, performance, or restrictions that a reasonable accommodation could have resolved.

If any of these circumstances sound familiar, you may have a valid legal claim worth exploring.

Understanding Your Rights and the Process

What Counts as a Reasonable Accommodation

Reasonable accommodations are changes or adjustments that help employees with disabilities perform their job responsibilities. Under the Americans with Disabilities Act and the Illinois Human Rights Act, employers must provide these accommodations unless doing so would cause undue hardship to their business. That protection applies at every stage of employment, including interviews, pre-employment testing, training, and daily job duties.

Accommodations generally fall into a few categories:

• Restructuring and modification, such as wheelchair-accessible workstations, rearranged office layouts, removal of non-essential tasks, or flexible scheduling for medical needs
• Technology and accessibility tools, such as dictation software, telephone amplifiers, specialized keyboards, or hearing aid-compatible devices
• Assistive support, such as sign language interpreters, readers for visual impairments, or transportation assistance

How the Request Process Works

You can request an accommodation using official accessibility request forms provided by the Illinois Department of Health and Human Services. Your healthcare provider may need to complete a Physician’s Medical Review form certifying your need without disclosing confidential medical details.

Once you make a request, your employer must engage in an interactive process. They cannot ignore the request or make assumptions about your limitations. They are required to work with you toward a solution that lets you continue performing your job.

When Employers Deny Accommodations or Retaliate

Employers sometimes deny requests by claiming undue hardship, but that standard is narrow. It requires significant difficulty or expense relative to the employer’s actual resources and operations, not mere inconvenience. Retaliation for requesting an accommodation, including harassment, demotion, or termination, is against the law and may give rise to a separate claim.

EEOC filing deadlines are strict, so acting quickly protects your options.

Why Choose the Law Office of Mitchell A. Kline

• Almost 30 years of employment law experience protecting employee rights throughout Chicago
• No upfront fees. We work on a contingency basis for many employment cases, so you owe nothing unless we recover compensation for you.
• A record of results in discrimination, accommodation, and wrongful termination cases
• A personalized approach that treats your case as unique rather than routine
• Responsive communication that keeps you informed at every step
• A free initial consultation with no cost and no obligation

Protect Your Right to Keep Working

Your disability does not diminish your ability to contribute, and it does not give your employer license to push you out the door instead of working with you. When you reach out to the Law Office of Mitchell A. Kline, you get a team that treats your situation with the seriousness and respect it deserves. Schedule a free consultation to talk through what happened and what your options look like.

Frequently Asked Questions