Requesting a Disability Accommodation as a Police Officer

ADKINS&PURKEY RESOURCE LIBRARY · SEPTEMBER 23, 2026

Explain the work-related need

The EEOC’s guidance describes accommodation as an individualized process. An employee does not need a legal formula to explain that a medical condition requires a change at work. Identify the task or schedule affected and the adjustment being requested. The employer may need appropriate information to understand the limitation and possible solutions. Share medical material through the designated process rather than broadly circulating records. A diagnosis alone does not explain every functional limitation or establish which adjustment would be effective.

Focus on essential functions and workable options

The ADA does not generally require removal of an essential job function. Police positions can involve demanding safety responsibilities, so actual duties, current restrictions, and possible alternatives matter. An effective accommodation may differ from the employee’s preferred option, and undue hardship is part of the analysis. Keep a dated record of proposals, requests for documentation, responses, and reasons for any denial. Separate an accommodation discussion from FMLA eligibility, workers’ compensation, and fitness-for-duty questions; related processes may have different requirements.

What to gather

• Obtain the job description and identify the specific duty or schedule barrier.
• Keep the request, supporting functional information, and all proposed alternatives.
• Record response dates, follow-up questions, and the reason for any decision.

Does an accommodation request guarantee the exact assignment I prefer?

No. The analysis concerns qualification, effectiveness, essential functions, and undue hardship. Counsel can help evaluate the proposed options and the employer’s explanation in the actual circumstances.