Federal employees have the right to a fair and inclusive workplace. When a medical condition or religious belief creates a conflict with job duties or policies, the law provides options to help employees continue working without unnecessary hardship. Agencies must consider reasonable adjustments, whether that means modifying a schedule, providing adaptive equipment, or allowing exceptions to dress codes. These accommodations allow employees to perform their jobs effectively while maintaining their health, beliefs, and personal dignity. When requests are denied unfairly, employees have legal protections. Understanding your rights can make a difference in securing the adjustments you need to thrive.
What Is Reasonable Accommodation?
Reasonable accommodation allows federal employees to perform their job duties despite medical conditions or religious beliefs that might otherwise create a conflict. Federal agencies must provide these adjustments unless doing so would cause an undue hardship, meaning a significant cost or disruption to operations.
Two key laws protect federal employees:
- The Rehabilitation Act of 1973 – Requires agencies to accommodate employees with disabilities.
- Title VII of the Civil Rights Act of 1964 – Protects employees from discrimination based on religion and requires accommodations for religious beliefs and practices.
Common accommodations include:
- Modified work schedules
- Remote work options
- Assistive technology or ergonomic equipment
- Adjustments to dress codes for religious reasons
Agencies must engage in an interactive process to find reasonable solutions that allow employees to continue working effectively.
Requesting a Medical Accommodation
Federal employees with physical or mental health conditions have the right to request accommodations under the Rehabilitation Act of 1973. These adjustments help employees perform their job duties while managing their medical needs. Agencies must consider requests unless they can prove that granting the accommodation would create an undue hardship.
To request a medical accommodation, employees should:
- Inform their supervisor or human resources department in writing
- Describe the medical condition and how it affects job performance
- Suggest reasonable accommodations that could help
- Provide medical documentation if requested (though agencies cannot demand excessive details)
Common medical accommodations include:
- Telework or flexible scheduling for treatment or recovery
- Ergonomic chairs, standing desks, or adaptive technology
- Modified work tasks or reduced physical strain
- Extended leave for medical procedures or rehabilitation
Federal agencies must engage in a good-faith discussion with employees to determine reasonable solutions that allow them to continue working effectively.
Religious Accommodations in the Federal Workplace
Federal employees have the right to religious accommodations under Title VII of the Civil Rights Act of 1964. Agencies must make reasonable adjustments for employees’ religious beliefs and practices unless doing so would cause more than a minimal burden on operations.
Common religious accommodations include:
- Schedule modifications – Allowing time off for religious observances or prayer breaks
- Dress code exceptions – Permitting head coverings, beards, or other religious attire
- Job duty modifications – Adjusting tasks that conflict with religious beliefs, such as handling certain products
Employees should submit requests in writing and explain how their religious practice conflicts with workplace policies. Agencies must consider these requests and explore reasonable alternatives. If a request is denied, the agency must provide a valid reason. Employees who face discrimination due to their religious beliefs have legal options to challenge unfair treatment.
What to Do If Your Request Is Denied
If a federal agency denies your request for a reasonable accommodation, it must provide a valid reason. A denial does not mean the process is over. You have options to challenge the decision and protect your rights.
Steps you can take include:
- Requesting further discussion – Ask for clarification on why the request was denied and suggest alternative accommodations.
- Filing a complaint with your agency’s EEO office – Every federal agency has an Equal Employment Opportunity (EEO) process for handling discrimination and accommodation disputes.
- Seeking legal assistance – An attorney can help you file a claim with the Equal Employment Opportunity Commission (EEOC) or pursue further legal action.
Federal law protects employees from retaliation for requesting accommodations. If you experience negative treatment after making a request, you may have grounds for a separate legal complaint.
Protecting Your Rights as a Federal Employee
Federal employees should not have to choose between their job and their health or religious beliefs. If your request for a reasonable accommodation has been denied or ignored, you have legal options. At Solomon Law Firm, PLLC, we help federal employees secure the adjustments they need to perform their jobs effectively. Contact us today to discuss your situation and take the next steps toward protecting your rights in the workplace.