You've submitted your accommodation request. Now what?

You're not in limbo. Under the ADA, your employer is required to engage in what's called the "interactive process": a good-faith dialogue between you and your employer to identify an effective accommodation. It's not adversarial by design. Most requests are resolved without litigation. But knowing what should happen at each stage puts you in a better position to navigate it.

Here's what happens after you request a workplace accommodation, what your employer must do, how long it takes, and what to do if the process stalls.

Your Employer Must Acknowledge Your Request Promptly

The ADA doesn't specify an exact timeline, but the EEOC standard is "promptly." That generally means days to weeks, not months.

Your employer should acknowledge that they've received your request and initiate a discussion. If you haven't heard anything within two weeks, follow up in writing. Send an email or letter referencing your original request by date and asking for a status update.

Document everything. Keep a written record of when you submitted your request, who you submitted it to, and when (or if) you received a response. If your employer ignores your request or delays without explanation, that can be evidence of bad faith in an EEOC complaint.

Your Employer Can Request Medical Documentation

Your employer can ask for documentation that shows the nature of your limitation and how it affects your ability to perform your job. They can't demand your full medical history.

The request must be reasonable. A doctor's note confirming that you have a condition and describing the functional limitations is typically sufficient. Your employer doesn't need to see every test result, every medication you've tried, or details about your diagnosis that aren't relevant to the accommodation.

If your employer requests documentation, respond promptly. Delays on your end can slow the process. If the request feels invasive or overly broad, you can push back or ask your healthcare provider to submit only the information necessary to support your request.

The Interactive Process Is a Dialogue, Not a Demand

Once your employer has enough information to understand your limitation, both of you explore options together. This is the core of the interactive process.

Your employer doesn't have to provide the exact accommodation you requested. They have to provide an effective one. If you asked for a remote work arrangement and your employer offers flexible scheduling instead, that may meet the legal standard if it addresses the limitation and allows you to perform your essential job functions.

You're allowed to participate in this conversation. If your employer proposes an accommodation that won't work, explain why. If you have information about alternatives that would be effective, share it. The ADA doesn't require your employer to accept your first choice, but it does require them to engage with you in good faith to find something that works.

AskJAN Is a Free Resource You Can Use During the Process

Job Accommodation Network (JAN) is a free federal service that helps employees and employers identify accommodation options. You can call or use their online database to search for accommodations related to your specific condition and job tasks.

If your employer says they don't know what accommodations would work, you can point them to JAN. If you're not sure what to ask for, JAN can help you identify options before or during the interactive process.

This is one of the most underused resources available. It's free, it's neutral, and it's designed exactly for this situation.

Common Stall Points and How to Address Them

The interactive process can stall for several reasons. Here's what to watch for and how to respond:

Employer delays reviewing your medical documentation. If weeks go by with no response after you've submitted documentation, follow up in writing. Reference the date you submitted it and ask for a timeline.

HR is slow to schedule discussions. If you've been waiting more than a few weeks for a meeting, send a written request for a specific meeting date. If they don't respond, document the lack of response and consider filing an EEOC complaint.

You haven't followed up in writing. Verbal conversations are fine for building rapport, but they don't create a record. After every discussion, send a follow-up email summarizing what was said, what was agreed to, and what the next steps are. If there's a disagreement later about what was offered or refused, your written record is what matters.

Keep written records of all communications. Dates, who said what, what was offered, what was refused. If your employer stalls or refuses to engage, that itself can be evidence of bad faith in an EEOC complaint.

When the Interactive Process Ends

The interactive process ends in one of three ways:

1. An accommodation is found and implemented. Your employer agrees to a specific accommodation, implements it, and you return to (or continue) work with the accommodation in place.

In any of these scenarios, get the outcome in writing. If your employer denies your request, ask for a written explanation. If they agree to an accommodation, ask for written confirmation of what was agreed to and when it will be implemented.

What to Do If Your Employer Refuses to Engage

If your employer ignores your request, refuses to participate in the interactive process, or engages in bad faith (offering accommodations they know won't work, delaying without explanation, refusing to consider alternatives), you can file a charge of discrimination with the EEOC.

The failure to engage in the interactive process is not itself a violation of the ADA, but it can be evidence of discrimination if your employer ultimately denies your request or takes adverse action against you.

Before filing a complaint, document everything: your initial request, any follow-up communications, your employer's responses (or lack of responses), and any accommodations that were discussed or offered. The more complete your record, the stronger your case.

You can find more information about how to request workplace accommodations under the ADA and what to do if your employer denies your request.

The Interactive Process Is Designed to Find Solutions

The EEOC guidance is clear: the interactive process is not adversarial by design. It's a problem-solving conversation. Most accommodation requests are resolved without litigation.

Your role is to participate in good faith, provide the information your employer needs, and keep a record of what happens. Your employer's role is to engage promptly, explore options, and implement an effective accommodation if one exists.

If both parties do that, the process works. If your employer doesn't, you have options.