Workplace Accommodations: The Documentation That Supports Your Request
If a health or cognitive condition is affecting your work, you may be entitled to reasonable accommodations under the Americans with Disabilities Act. A strong request usually rests on objective documentation of the disability and the need. That evaluation is what we provide, with no waitlist, for professionals in Ann Arbor and across Southeast Michigan. This page explains how workplace accommodations work and how our evaluation supports your request.
How workplace accommodations work
Under Title I of the ADA, employers with 15 or more employees must provide reasonable accommodations to a qualified employee with a disability, unless doing so would cause undue hardship.
It usually starts when you tell your employer you need an adjustment because of a health condition. From there the ADA describes an interactive process, a back-and-forth to find an accommodation that works. Your employer can ask for documentation of the disability and the need, which is where an evaluation comes in.
Accommodations vary widely: a flexible or adjusted schedule, a quieter workspace, written instructions, extra time on certain tasks, assistive technology, or leave for treatment. The right ones follow from your documented limitations.
Why the documentation matters
A vague note rarely moves an accommodation request forward. Employers respond to objective documentation of a disability and a specific functional limitation tied to the job.
A standardized, performance-based evaluation turns “I am struggling to keep up” into a measured profile that supports specific, reasonable accommodations. Research on testing and accommodations shows careful documentation is what justifies the support requested (Sireci, Scarpati, and Li, 2005).
What a Strong Evaluation Includes
A detailed history of how the condition affects your daily functioning and your work.
Cognitive and attention testing with standardized, performance-based measures, where relevant to the concern.
A focus on the functional limitations that matter on the job, such as attention, processing speed, or memory.
A written report that names the diagnosis, documents the functional limitations, and recommends specific, reasonable workplace accommodations.
The process, step by step
- Book the evaluation. No waitlist means we schedule quickly. Tell us the demands of your role.
- Complete the assessment. Interview plus the standardized testing your situation calls for.
- Receive the report. Written to support a workplace accommodation request under the ADA.
- Bring it into the interactive process. Share the report with your employer or HR, usually through their accommodation or leave process. The report gives that conversation objective footing.
- Keep it professional and private. You control what you share, and the report focuses on function and accommodations, not unnecessary detail.
Start when the problem is current
The best time to document is while the difficulty is active and observable, not after a performance issue has hardened. Getting seen quickly matters.
Here is how our part of the timeline works. There is no waitlist, so we can get started quickly. The interview and testing are typically completed on two separate days within a week, and often on the same day. After testing wraps, you receive your written report within four weeks of testing completion. If you need an expedited timeline, reach out and we will try to accommodate.
To be clear, the evaluation is an honest assessment and not a guaranteed diagnosis or a guaranteed approval. Your employer makes the final decision on any accommodation. What we control is a thorough, objective report that documents the disability and the need.
FAQ
Do I have to disclose my diagnosis to my employer?
You control what you share. The ADA lets an employer ask for documentation of the disability and the need, but the report can focus on functional limitations and recommended accommodations rather than unnecessary detail. We write it with that in mind.
Does my employer have to grant what I ask for?
Your employer must engage in a good-faith interactive process and provide a reasonable accommodation unless it causes undue hardship. They may offer an effective alternative. Objective documentation strengthens your position.
Do I need a prior diagnosis?
No. Many people are evaluated for the first time as adults, when work demands expose a difficulty. A first-time evaluation provides the documentation the process needs.
How long does the evaluation take?
The interview and testing are typically completed on two separate days within a week, and often the same day. You receive the written report within four weeks of testing completion. There is no waitlist, and expedited timelines are available on request.
Can this also help with a licensing exam or school?
Yes. Because it documents an ADA disability, the same evaluation can often support requests in other settings, though each entity makes its own decision.
Ready to document a workplace accommodation request? Check availability or call us at 734-333-7016. Tell us about your role and we will map the next steps. No waitlist, and real answers.
Disclaimer: This page is general information, not legal or medical advice, and not a guarantee that accommodations will be approved. Accommodation decisions rest with the testing body or employer, and any diagnosis comes from a licensed clinician after a comprehensive evaluation.
References
Sireci, S. G., Scarpati, S. E., and Li, S. (2005). Test accommodations for students with disabilities: An analysis of the interaction hypothesis. Review of Educational Research, 75(4), 457-490. https://doi.org/10.3102/00346543075004457
Process details reflect Title I of the Americans with Disabilities Act. Your employer applies its own accommodation process, so confirm specifics with your HR or accommodations contact.