Under the ADA, employers must provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship. Accommodations can include modified schedules, equipment, leave, restructured job duties that are not essential functions, reassignment to a vacant position, or accessible facilities, and the specific accommodation required depends on the individual's limitations and the job at issue.

The employee generally must request an accommodation, though the request need not use specific legal language, and the employer must then engage in the interactive process to identify an effective option. An accommodation is only required if it would allow the employee to perform the essential functions of the job; an employer is not required to eliminate an essential function, though it may need to accommodate how that function is performed.

Litigation over accommodation failures typically turns on whether an effective accommodation existed at all, and whether the employer's asserted burden was genuine or exaggerated after the fact. In Juricratic, the accommodation-availability and undue-hardship dials are modeled separately from the underlying disability-qualification dial, letting a simulation isolate how much of a case's exposure comes from a disputed diagnosis versus a disputed accommodation failure.

Counsel document every accommodation request and the employer's response in detail, since a poorly documented or delayed interactive process is itself a common source of liability independent of whether a perfect accommodation existed. Employers build the record around cost, feasibility, and operational impact to support an undue hardship defense if litigation follows.