Employers often do not realize that multiple solutions may be required to fully meet an employee’s accommodation needs — even, or particularly, if the employee is unsure of what is needed. Often, an accommodation solution will require a combination of options — some of which may be used only occasionally — as needed, though not all will bear a significant or any cost. For example, someone with severe migraines may need adjustments to the lighting in their work area, a quieter work environment (closed office space or desk moved to a lower traffic location), and an anti-glare screen for their monitor. However, there may be days where, in order to prevent lost time or absence, the employee may also need occasional breaks at work, the option to work from home, or the flexibility to work outside of normal business hours on days when migraines are severe.

It’s also important to remember that it is okay to implement an accommodation on a trial basis. Clearly communicate the trial period with the employee; if at the end of the trial you determine the accommodations aren’t working, you can approve some aspects of the accommodation requests or reconsider accommodation options altogether. You also have the ability to continually evaluate the reasonableness of the accommodation(s) you explore throughout this process. The ADA interactive process is characterized by listening, exploration, discovery, and the willingness of both the employee and employer to continue to explore options over time, as conditions change. Employers should seek out the comprehensive resources available from the U.S. Department of Labor and the Job Accommodation Network.