The Americans with Disabilities Act (ADA) is a comprehensive federal law enacted in 1990 that prohibits discrimination on the basis of disability in employment practices, including hiring, firing, promotions, and wages. It requires employers to make reasonable accommodations for individuals with disabilities in the workplace.
The ADA also outlaws discrimination against individuals with disabilities in state and local government services, public accommodations, transportation, telecommunications and employment.
We have compiled a list of the most frequently asked questions regarding the ADA and migraine.
Examples of reasonable accommodations that an employer could provide to an employee with migraine may include:
An employee must be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation and satisfy two key requirements:
ADA’s influence on the employment process begins when an individual applies for work.