Accommodating Employees With Mental Disabilities

In general, accommodating employees with mental disabilities is no different from accommodating persons with physical disabilities. The process of accommodation is the same as are the types of reasonable accommodations that should be considered by an employer, such as job restructuring and reassignment, part-time or modified work schedules and reassignment to a vacant position. Nonetheless, practical differences may arise between accommodating persons with physical disabilities and those with mental disabilities. Individuals with psychiatric disabilities also may be more reluctant than individuals with physical disabilities to request accommodation because of the fear of being stigmatized or misunderstood. In order to address some of the specific issues raised by the accommodation of individuals with psychiatric disabilities, the Equal Employment Opportunity Commission (EEOC) has issued an Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities.