Companies have an obligation to accommodate the needs of all their employees. Supporting workers with the tools and resources they need to perform at their best is the key to cultivating a productive, motivated, and successful team. However, your company can’t give you the help you need if you don’t ask for it.
Asking your employer for accommodations can be daunting, especially if you’ve never had to do so before. But with the right knowledge and a plan of action, you can have a productive conversation that ends well for both you and your employer. Check out how to ask for accommodations in your workplace.
Ask As Soon as Possible
The earlier you ask for help, the more time your employer has to implement a solution. Starting the conversation about accommodations early on makes it easier for everyone to come up with a plan and enact necessary changes. Moreover, asking for help early serves as a show of good faith since it lets your employer know that you’re dedicated to your job.
Understand Reasonable vs. Unreasonable Accommodations
One thing that keeps many people from asking about accommodations is the fear that they’re asking for too much. Knowing your rights as a worker—as well as the difference between reasonable and unreasonable accommodation requests—can help ease those fears.
Remember that reasonable accommodations focus on adjusting tasks or restructuring your environment in a way that enables you to do your job. Unreasonable requests, on the other hand, might include eliminating some of your responsibilities or putting extra strain on other employees. Knowing what counts as reasonable accommodation will help give you a better idea of what to ask for when talking to your employer.
Document Everything
Documentation should be part of any significant workplace conversation. That’s why one of the most important tips for asking for workplace accommodations is to keep a record of all the conversations you have with your employer.
Submit requests in writing so you have proof of the request. Similarly, if your company grants the request verbally, ask for written confirmation with the signature of an HR representative or your supervisor. It’s also a good idea to document dates and times so you have a record of how long it took your company to respond to your request and implement solutions they agreed to. These practices help ensure everyone is on the same page throughout the process, which makes it easier for you to receive the help and fair treatment you deserve.