July is Disability Pride Month, a time to recognize the voices, experiences, and contributions of people with both visible and invisible disabilities. It also marks the anniversary of the Americans with Disabilities Act (ADA), signed into law on July 26, 1990. This month invites employers to take a closer look at how they’re supporting inclusion and accessibility in the workplace. It’s not just about compliance—it’s a chance to create a stronger, more equitable team culture where everyone can thrive.
If your organization hasn’t reviewed its ADA policies recently, you’re not alone. Many small and midsized businesses unintentionally overlook these compliance points until a situation arises. But proactive compliance not only helps avoid legal risk, it also supports trust and long-term engagement with your team.
Here’s what every employer should know:
What Is the ADA?
The Americans with Disabilities Act (ADA) is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment. Under Title I, employers with 15 or more employees must provide equal employment opportunities and reasonable accommodations to qualified applicants and employees with disabilities.
Put simply: the ADA requires employers to ensure their policies, practices, and workplaces are accessible, fair, and free of discrimination.
What Counts as a Disability?
The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities. This definition includes a wide range of conditions—some visible, some not. Disabilities may include:
- Mobility impairments
- Vision or hearing loss
- Chronic health conditions
- Mental health disorders (like anxiety, PTSD, or depression)
- Neurodivergence (such as ADHD or autism spectrum conditions)
Importantly, employers should avoid making assumptions about what someone can or cannot do, and focus instead on whether the individual is qualified to perform the essential functions of the role, with or without reasonable accommodation.
What Are Reasonable Accommodations?
A reasonable accommodation is a modification or adjustment to the work environment that enables an individual with a disability to apply for a job, perform job duties, or enjoy equal benefits and privileges of employment.
Examples may include:
- Adjusted work schedules or remote work options
- Modified equipment or assistive technology
- Accessible restrooms and entryways
- Interpreters or readers
- Job restructuring or reassignment of non-essential tasks
Download our free Remote Work Policy here.
Employers are required to provide accommodations unless doing so would impose an “undue hardship,” meaning significant difficulty or expense relative to the size and resources of the organization.
What Does a Compliant Process Look Like?
ADA compliance is not just about physical access or a list of accommodations. It’s about maintaining a thoughtful, consistent process that centers on communication, documentation, and mutual respect.
A compliant process typically includes:
- A clear, confidential way for employees to request accommodations
- An interactive process where employer and employee engage in good-faith dialogue to identify needs and solutions
- Timely follow-through and appropriate documentation
- A review of job descriptions to ensure essential functions are up to date
- Training for managers and HR professionals to recognize requests and respond appropriately
Remember: even a casual mention of a health-related difficulty can qualify as a request for accommodation, so it’s important to train your leadership team to respond with care and awareness.
Why This Matters
ADA compliance isn’t about avoiding lawsuits, but rather building a workplace where people can succeed.
When employees with disabilities feel supported, they are more likely to stay, perform well, and contribute meaningfully to your company culture. Inclusive policies also signal to all employees that your organization values fairness, equity, and accessibility—values that continue to grow among Gen Z job seekers.
Download our free guide to Employee Engagement here.
Where to Start
If you’re not sure where your organization stands with ADA compliance, start with a few simple steps:
- Review your job descriptions and accommodation policies
- Evaluate physical and digital accessibility
- Create a centralized process for handling accommodation requests
- Train your managers on ADA basics and how to initiate the interactive process
- Talk to a trusted HR partner if you need help putting those systems in place
We’re Here to Help
At Tilson, we help employers navigate ADA compliance with clarity, compassion, and confidence. Whether you’re reviewing policies, responding to a request, or building a more inclusive workplace from the ground up, we’re here to support you. Make compliance simple and inclusion sustainable for your employees with the right support.
