Nothing on this page is advice about your job, and no article can be. If you want your own facts looked at, a Minnesota employment attorney can do that — and several of the deadlines described on this site are short enough that waiting is itself a decision.
Also called: accommodation; workplace accommodation.
“Reasonable accommodation” means steps which must be taken to accommodate the known physical or mental limitations of a qualified individual with a disability. To determine the appropriate reasonable accommodation the employer, agency, or organization shall initiate an informal, interactive process with the individual with a disability in need of the accommodation. … “Reasonable accommodation” may include but is not limited to, nor does it necessarily require: (1) making facilities readily accessible to and usable by individuals with disabilities; and (2) job restructuring, modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, and the provision of aides on a temporary or periodic basis.
Minn. Stat. § 363A.08, subd. 6(a). Read the qualifier on the list: those examples “may include but is not limited to, nor does it necessarily require.” Subdivision 6(a) also carries the only employee-count threshold in the section, and the employer’s escape is undue hardship.
Where this comes up
Sources checked September 8, 2026. Citations independently verified against the primary source September 8, 2026.