AskEARN | Pillar 2: Provide ACCOMMODATIONS to Employees Skip to main content

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About EARN

The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help employers recruit, hire, retain and advance people with disabilities; build inclusive workplace cultures; and meet diversity, equity, inclusion and accessibility (DEIA) goals. 

Getting Started

Start here to learn how to recruit, hire, retain and advance people with disabilities; why workplace inclusion of people with disabilities matters; and how EARN’s resources can help.

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    Phases of Employment

  • A woman in a wheelchair shakes hands with a colleague

    Recruit

    Build a pipeline of talent that includes people with disabilities.

  • Two men work at repairing an engine.

    Hire

    Identify people who have the skills and attributes for the job.

  • A woman with a disability wearing a helmet works in a factory

    Retain

    Keep talented employees with disabilities, including those who acquire them on the job.

  • A man uses sign language to communicate.

    Advance

    Ensure that employees with disabilities have equal opportunities for advancement.

Dinah Cohen Learning Center

EARN’s Learning Center offers a wide range of training resources, including self-paced online courses.

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News & Events

EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our monthly newsletter and eblasts, which will connect you to upcoming events, developing news and promising practices in the world of disability diversity and inclusion. And don’t forget to follow EARN on Facebook, Twitter and LinkedIn

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Pillar 2: Provide ACCOMMODATIONS to Employees

A variety of tools and resources exist to help employers support and accommodate their employees with mental health conditions.

The essence of the guidance in this pillar focuses on assisting employers in providing employees with reasonable accommodations and other workplace supports—in other words, adjustments or modifications that enable people with disabilities, including mental health conditions, to perform the essential functions of a job efficiently and productively.

A variety of tools and resources exist to help employers support and accommodate their employees with mental health conditions and conditions and substance use disorders.

Resources to Help Employers Support and Accommodate Employees with Mental Health Conditions

  • The Job Accommodation Network's (JAN) Accommodating Employees with Mental Health Impairments toolkit shares information and tips on how to support people with mental health conditions at work. JAN explains that people with mental health conditions may develop some of the limitations discussed in the toolkit, but seldom develop all of them. What’s important is to consider whether/how those limitations affect the employee and their job performance. The toolkit includes example situations and solutions and links to publications, articles and external resources.
  • The U.S. Department of Labor’s Office of Disability Employment Policy's (ODEP) “Accommodations for Employees with Psychiatric Disabilities” webpage offers general background and sample workplace modifications. It also outlines several possibilities for accommodations that have proved effective in helping employees with psychiatric disabilities more effectively perform their jobs, including:
    • Flexible workplaces: Offering options for telecommuting and/or working from home.
    • Scheduling: Offering part-time work hours, job sharing, adjustments in the start or end of work hours, compensation time and/or “make up” of missed time.
    • Leave: Allowing sick leave for mental health reasons, flexible use of vacation time, additional unpaid or administrative leave for treatment or recovery, leaves of absence and/or use of occasional leave (a few hours at a time) for therapy and other related appointments.
    • Breaks: Allowing breaks according to individual needs rather than a fixed schedule, allowing more frequent breaks and/or greater flexibility in scheduling breaks, providing backup coverage during breaks, providing telephone breaks during work hours to call center professionals, etc.
    • Other policies: Allowing beverages and/or food at workstations, if necessary, to mitigate the side effects of medications, providing on-site job coaches. etc.

Resources to Help Employers Support and Accommodate Employees with Substance Use Disorders

Explore the next Pillar: Offer Employee ASSISTANCE.