EEOC Definition of Disability Rationale

The EEOC's regulations do not list any specific physical impairments that would come under the ADA definition. Rather, the EEOC emphasizes that the ADA, like the Rehabilitation Act, does not adopt a ''laundry list'' approach, listing impairments that could be considered ''disabilities'' under the statute. In other words, the determination of whether an individual has a disability ''is not necessarily based on the name or diagnosis of the impairment the person has.'' Rather, it is based ''on the effect of that impairment on the life of the individual.'' Consequently, an impairment that is a disability for one person may not be for another. The determination, according to the EEOC, will depend ''on the stage of the disease or disorder, the presence of other impairments that combine to make the impairment disabling, or any number of other factors.'' For example, a person diagnosed with cancer may be able to perform his or her job functions and not be otherwise limited in any life activities. Such a person would therefore not be considered disabled under the first prong of the definition of ''disability.''