As more organizations seek to return to in-person work, requests for remote work as a reasonable accommodation under the ADA are on the rise. This article from Bradley Arant Boult Cummings outlines an employer’s obligations when an employee seeks to work remotely due to a qualifying disability and explains how to evaluate whether in-person attendance is truly an essential job function. Thoughtful planning and a well-documented approach are critical to maintaining compliance while supporting your workforce.
- Skip to main content
- Skip to header right navigation
- Skip to after header navigation
- Skip to site footer
Pro Bono Partnership of Atlanta