Federal employees with disabilities have some of the strongest workplace rights in the United States. Central to those rights is the ability to request and receive reasonable accommodations that allow them to perform the essential functions of their job. But the process is often complicated, bureaucratic, misunderstood by supervisors, and riddled with agency errors. Many employees feel helpless as their federal agencies ignore, delay, or deny accommodations that are critical to their health, performance, and stability.

You do not have to navigate this alone.
The National Security Law Firm’s disability accommodation lawyers have deep insider experience from federal agencies, military JAG roles, and national security positions. We understand exactly how agencies evaluate RA requests, how HR mishandles them, how supervisors sabotage the process, and how to force legal compliance.

This guide is designed to be the most comprehensive and actionable RA resource available for federal employees, explaining:

Your legal rights under the Rehabilitation Act
What counts as a disability
What a reasonable accommodation is
How to request an RA
What medical documentation you need
What the agency must do
What the agency cannot do
The interactive process
The biggest mistakes employees and supervisors make
How to respond to delays, denials, and retaliation
Examples of accommodations for every major disability
How to win RA disputes at EEO, OSC, or MSPB
How disability accommodation lawyers at NSLF fight and win these cases

National Security Law Firm: It’s Our Turn to Fight for You.

What Is a Reasonable Accommodation in Federal Employment?

A reasonable accommodation is any change to:

The work environment
How work is performed
Policies or procedures
Tools or technology
Work schedules
Supervisory methods
Physical workspace

that enables an employee with a disability to:

Perform the essential functions of their position
Enjoy equal access to workplace benefits, privileges, and opportunities
Participate fully in the federal workplace

This includes adjustments such as:

Telework
Modified schedules
Duty modifications
Assistive technology
Leave as an accommodation
Reassignment to a vacant position
Job restructuring (of marginal tasks)
Ergonomic equipment
Communication modifications
Workspace adjustments

The purpose is not special treatment.
It is equal opportunity.

The role of disability accommodation lawyers is to ensure the RA requested is legally justified, medically supported, strategically framed, and processed correctly by the agency.

Who Is Entitled to a Reasonable Accommodation?

Federal employees qualify for reasonable accommodation if they:

1. Have a disability

A disability includes:

Physical impairments
Mental health conditions
Chronic illnesses
Autoimmune disorders
Neurological disorders
Mobility impairments
Vision or hearing limitations
Cognitive impairments
Episodic conditions (migraines, PTSD, seizures, flare-ups)

The ADA Amendments Act requires broad interpretation.

2. Are qualified for their position

Meaning they can perform the essential functions:

With or
Without accommodation

3. Need an accommodation to perform essential duties or access the workplace

This includes accommodations that:

Improve productivity
Reduce pain or symptoms
Address concentration issues
Enable meeting deadlines
Allow participation in meetings
Permit safe mobility

If you meet these criteria, disability accommodation lawyers can help you obtain the precise accommodation needed for your health and role.

The Legal Foundations: Rehabilitation Act and ADA

Federal employees are protected primarily under the Rehabilitation Act of 1973, which incorporates the standards of the Americans with Disabilities Act (ADA).

The law requires:

Federal agencies to be “model employers” for people with disabilities
Individualized assessment of RA requests
Good-faith engagement in the interactive process
Provision of reasonable accommodations unless undue hardship is proven
No retaliation for requesting accommodations
Strict protection of medical confidentiality

If your RA is denied, delayed, ignored, or mishandled, disability accommodation lawyers can help you pursue remedies through EEO, OSC, or MSPB.

Understanding Essential Functions

An employee does not need to perform every task in their job description.
They must perform only essential functions, which are:

Fundamental job duties
Tasks that are tied to the core mission
Responsibilities that cannot be eliminated without changing the job’s nature

Examples of essential functions:

Carrying a firearm for law enforcement
Extensive travel for certain positions
Conducting high-level analysis
Operating specialized equipment
Physical tasks that are central to the role

Nonessential or marginal tasks can be:

Restructured
Reassigned
Shifted to others

This is key to determining which accommodations are appropriate.
Disability accommodation lawyers excel at identifying essential vs nonessential duties, especially when agencies get it wrong.

How to Request a Reasonable Accommodation

Federal employees do not need to use special legal phrases.
A valid RA request can be:

Written
Verbal
Sent by email
Given to any supervisor

Any statement linking a medical condition to a work difficulty is sufficient, such as:

“My back condition makes sitting painful. I need a standing desk.”
“My migraines worsen under bright lights. I need lighting modifications.”
“My anxiety makes in-person meetings difficult. Can I attend remotely?”
“My depression is affecting my morning routine. I need a later start time.”
“I am having difficulty focusing. I need written instructions for tasks.”

Disability accommodation lawyers recommend making requests in writing to avoid disputes.

What Happens After You Request an Accommodation

Once an RA request is made, the agency must:

Acknowledge the request
Initiate the interactive process immediately
Request only necessary medical documentation
Identify essential job duties
Evaluate limitations
Explore accommodations
Implement an accommodation without unnecessary delay

Delays of even weeks can become violations.
Disability accommodation lawyers often intervene when agencies stall or obstruct the process.

Medical Documentation: What You Must Provide

You must provide only enough medical information to:

Establish disability
Describe functional limitations
Support the need for accommodation

You do not need to provide:

Full medical records
Diagnoses unrelated to your RA request
Genetic information
Family medical history
Detailed treatment notes
Medication lists (unless job-related)

Your medical documentation should focus on:

Functional limitations
Impact on essential duties
Workplace barriers
Recommended accommodations

A disability accommodation lawyer ensures your physician writes documentation that OPM, HR, and EEO officials must accept.

What the Agency Cannot Do

Agencies frequently violate the law by:

Delaying responses
Ignoring RA requests
Requiring unnecessary medical documentation
Demanding diagnosis details
Sharing medical information with unauthorized personnel
Denying RA based on “office culture” or “fairness”
Claiming “everyone must follow the same rules”
Making decisions without an individualized assessment
Denying RA based on hypothetical concerns
Allowing supervisors to unilaterally reject requests

Disability accommodation lawyers hold agencies accountable when they break these rules.

The Interactive Process

The interactive process is a legally required, collaborative discussion between:

The employee
The supervisor
HR
RA coordinators
Sometimes FOH (if requested)

The process must be:

Prompt
Good-faith
Individualized
Cooperative

The agency must:

Listen
Ask clarifying questions
Consider alternatives
Explain decisions
Implement accommodations quickly

If your agency has stopped communicating or is dragging its feet, disability accommodation lawyers can force compliance.

Examples of Reasonable Accommodations for Federal Employees

Below is the largest, most exhaustive list of accommodations available online, categorized for ease of use.

Accommodations for Physical Disabilities

Sit-stand desks
Ergonomic chairs
Reduced lifting
Adjusted walking distances
Parking accommodations
Modified travel expectations
Prolonged break periods
Telework

Accommodations for Chronic Pain and Musculoskeletal Conditions

Rest periods
Adjusted workloads
Reduced mobility tasks
Telework during flare-ups

Mental Health Accommodations

Telework
Modified schedules
Written instructions
Reduced meeting requirements
Limited exposure to triggers
Private or quiet workspace
Alternative supervision methods

Accommodations for ADHD, Autism, or Cognitive Disabilities

Noise-canceling headphones
Written directions
Predictable schedules
Visual planners
Divided task structure
Removal of sensory triggers

Accommodations for Visual Impairments

Screen readers
ZoomText or JAWS
High-contrast screens
Large monitors
Magnification devices

Accommodations for Hearing Impairments

Interpreters
CART captioning
Visual alerts
Amplified telephones

Accommodations for Migraines

Modified lighting
Telework
Avoidance of fragrance areas
Scheduled breaks
Darkened workspace

Accommodations for Autoimmune Conditions

Telework
Temperature-controlled environments
Flexible leave
Adjusted workloads

Accommodations for PTSD, Anxiety, Depression

Remote work
Modified supervision
Quiet areas
Predictable schedules
Avoiding confrontation-heavy tasks

Accommodations for Mobility Impairments

Accessible workspaces
Adjustable desks
Modified travel tasks
Telework

Leave as an Accommodation

This includes:

Intermittent leave
Block leave
Reduced schedules
Medical appointment time

Leave is one of the most powerful accommodations and is often wrongfully denied or mishandled.

Disability accommodation lawyers often fight RA battles grounded in leave issues.

Common RA Violations by Federal Agencies

1. Delaying decisions

Agencies often wait weeks or months before responding, which is illegal.

2. Ignoring requests

Silence is discrimination.

3. Demanding excessive medical documentation

You are not required to disclose your entire medical history.

4. Misidentifying essential functions

Supervisors frequently misuse duties.

5. Rejecting telework without analysis

Telework is among the most common and effective accommodations.

6. Retaliation for requesting RA

Negative evaluations, PIPs, and hostile comments may follow.

7. Mishandling medical records

Confidential medical paperwork must be stored separately.

8. Bad-faith “accommodations”

Agencies sometimes offer meaningless or ineffective adjustments.

9. Refusing reassignment

Reassignment is legally mandatory when other accommodations fail.

Disability accommodation lawyers are experts in identifying and litigating these violations.

If Your Request Is Denied

You have several legal paths:

EEO Complaint

Use when:

RA denied
RA delayed
Harassment occurs
Retaliation happens

OSC Complaint (PPP)

Use for:

Retaliation
Legal violations
Merit system abuse

MSPB Appeal (Mixed Case)

Use when:

Removal
Suspension
Demotion
Constructive discharge

RA denials frequently fuel MSPB wins.

An experienced disability accommodation lawyer will choose the path that maximizes leverage and case value.

Remedies You Can Win

Remedies include:

RA approval
Telework or modified duties
Reassignment
Back pay (if adverse action occurred)
Compensatory damages
Attorney fees
Reinstatement if you were removed
Expungement of performance actions
Policy fixes in your agency
Training for supervisors

Disability accommodation lawyers know how to quantify damages and build winning cases.

Why Choose NSLF as Your Disability Accommodation Lawyers

Federal employees choose us because:

We are former federal insiders
We understand agency RA systems
We know how supervisors and HR get it wrong
We meet weekly as an Attorney Review Board
We litigate before EEOC, MSPB, and OSC
We have a 4.9-star Google rating
We are mission-driven and veteran-founded
We represent federal employees nationwide
We use military-style precision and strategy

We are the disability accommodation lawyers you want in your corner.

Frequently Asked Questions (FAQ)

Do I need to use special legal language when requesting a reasonable accommodation?

No. Federal law does not require any specific phrase. You only need to tell a supervisor, HR official, or manager that you need help at work because of a medical condition. Disability accommodation lawyers recommend putting the request in writing so the agency cannot later claim you never asked.

Who qualifies as a person with a disability under federal law?

A person qualifies if they have a physical or mental impairment that substantially limits one or more major life activities, such as walking, concentrating, communicating, sleeping, lifting, standing, or working. Episodic conditions like migraines, PTSD, or flare-ups also qualify. If you’re unsure, disability accommodation lawyers can evaluate your eligibility.

Can federal agencies ask for my medical diagnosis?

No. Agencies may request documentation only about functional limitations, not your diagnosis. They cannot ask for family medical history, genetic information, or full medical records. If the agency overreaches, disability accommodation lawyers can intervene to protect your privacy.

Can my supervisor see my medical documentation?

Not without strict limits. Medical documentation must be kept separate from personnel files and shared only with those who need to know to implement your accommodation. Improper disclosure violates the Rehabilitation Act. Disability accommodation lawyers often file EEO complaints for confidentiality breaches.

How long does the federal agency have to respond to my RA request?

Agencies must respond as soon as possible. Weeks of delay can be illegal. Months of delay are almost always discrimination. Disability accommodation lawyers regularly win cases where agencies stalled the process.

Can my agency deny telework as a reasonable accommodation?

Only if they can prove telework would create undue hardship, which is rare. Agencies must conduct an individualized assessment, not rely on blanket statements like “we do not allow telework.” Disability accommodation lawyers frequently overturn these denials.

What if my supervisor says my accommodation request is “unfair to other employees”?

Coworker preference or jealousy is not a valid reason to deny a reasonable accommodation. The law requires individualized evaluation. Disability accommodation lawyers can challenge these unlawful denials.

Can the agency ask for more medical documentation if I already provided some?

Only if the documentation was not clear enough to understand your limitations. Repeated, vague, or unnecessary requests can be harassment. Disability accommodation lawyers push back when agencies over-request or weaponize documentation.

What is the interactive process?

It is a required dialogue between the agency and employee to find effective accommodations. It must be prompt, collaborative, and conducted in good faith. Agencies violate the law when they ignore, delay, or unreasonably drag out the process. Disability accommodation lawyers enforce this requirement aggressively.

Can my agency deny my RA request because they say “no positions are available”?

Only if they conducted a real reassignment search. Many agencies skip this entirely. Disability accommodation lawyers can compel a proper search or prove the agency failed its legal obligation.

What if my agency says I am “not disabled enough”?

This is a common misstatement. The ADA Amendments Act requires broad interpretation. You do not need to be permanently disabled or severely incapacitated. Conditions like anxiety, chronic pain, migraines, and ADHD qualify. Disability accommodation lawyers evaluate your specific medical facts to establish legal disability.

Can I be disciplined or put on a PIP because of my disability?

No. Discipline based on disability symptoms, denied accommodations, or impairment-linked performance is illegal. If you were PIP’d or disciplined after requesting RA, disability accommodation lawyers can build a retaliation and discrimination case.

What accommodations can I request if I have mental health conditions?

Common accommodations include:

Telework
Modified supervision
Written instructions
Flexible schedules
Reduced noise or sensory triggers
Structured check-ins
Meeting modifications

Disability accommodation lawyers tailor requests to your symptoms and job duties.

Can I request leave as a reasonable accommodation?

Yes. Leave is a legally recognized accommodation. This includes:

Intermittent leave
Reduced schedules
Block leave
Telework combined with partial leave

Agencies often mishandle or deny leave requests improperly. Disability accommodation lawyers regularly challenge these violations.

Can I request reassignment as an accommodation?

Yes. Reassignment is the accommodation of last resort, but it is mandatory if no other accommodation works. The agency must search for vacant positions at the same grade and pay. Disability accommodation lawyers often win cases where agencies skipped this requirement.

What if my disability is episodic or unpredictable?

Episodic conditions like migraines, flare-ups, PTSD triggers, or autoimmune cycles still qualify as disabilities under federal law. Accommodations may include flexible schedules, telework, or symptom-management breaks. Disability accommodation lawyers build accommodations around fluctuating conditions.

Can I file an EEO complaint if my RA is denied?

Absolutely. RA denial, RA delay, and RA retaliation are all grounds for EEO complaints under the Rehabilitation Act. Disability accommodation lawyers can file powerful complaints and represent you throughout the EEOC process.

Can I file with OSC or MSPB instead?

Yes.

OSC: For prohibited personnel practices, retaliation, or RA-related abuse.
MSPB: For mixed cases where RA denial leads to removal, demotion, or suspension.

Disability accommodation lawyers select the forum that maximizes your leverage.

What compensation can I receive if my RA rights were violated?

You may be entitled to:

Back pay
Reinstatement
Compensatory damages
Attorney’s fees
RA implementation
Expungement of negative evaluations
Reassignment
Policy changes

Disability accommodation lawyers evaluate every possible remedy.

Do I need a disability accommodation lawyer to win?

Technically you can request an RA on your own, but many denials, delays, and retaliation cases happen because:

Medical documentation was miswritten
Supervisors misunderstood disability law
HR misapplied “essential functions”
Agencies claimed undue hardship without evidence
Reassignment searches were skipped
RA requests contradicted medical records
Employees unknowingly harmed their own case

A skilled disability accommodation lawyer dramatically increases your chance of approval, strong settlement, or winning an EEO, OSC, or MSPB case.

What should I do right now?

Document everything:

Your request
Agency responses
Delays
Emails
Medical limitations
Performance issues linked to your condition
Harassment or retaliation

Then speak with disability accommodation lawyers who know federal employment from the inside.

Federal Employment Defense Resource Hub

Explore the hub:

NSLF’s Federal Employment Law Hub

Guides include:

Disability discrimination
Medical removal
FMLA and leave rights
MSPB strategies
OSC PPP guides
Security clearance defense
Hostile environment
Whistleblower retaliation

Ready to Take the Next Step

If you are facing:

Denied accommodations
Delayed RA processing
Retaliation
Supervisor hostility
PIPs or discipline
Medical privacy violations
Reassignment refusal
Performance issues tied to disability

You need experienced disability accommodation lawyers to protect you.

Book a free consultation

We will:

Evaluate your RA
Fix your medical documentation
Confront agency resistance
Force legal compliance
File powerful EEO, OSC, or MSPB actions
Protect your job, income, and dignity