Under the employment provisions of the ADA, undue hardship means significant difficulty or expense in light of the applicable factors. It is more than inconvenience, coworker resentment, or a rigid company preference. The employer must evaluate the actual accommodation and its circumstances. [1]
Rules that determine the answer
EEOC guidance considers the nature and net cost, available tax credits or outside funding, facility and employer resources, workforce, and operational effects. A large organization cannot necessarily assess hardship using only a small department’s budget. An accommodation that eliminates an essential function is a separate issue from an accommodation that is effective but asserted to be too burdensome. [2]
Operational hardship can be real where a requested change would prevent essential coverage or significantly disrupt work, but the conclusion needs facts. Generalized fears about morale or the possibility that everyone will ask for the same thing are insufficient. For religious-accommodation claims, a different statutory framework applies; do not import that test into disability accommodation. [1] [2]
What to check before taking the next step
- Describe the proposed accommodation and the work barrier it would remove.
- Obtain the actual cost or operational explanation rather than a conclusory statement that the request is too expensive.
- Consider effective lower-cost alternatives, funding, scheduling changes, or a suitable vacancy.
- Document the interactive discussion and any reason the proposed alternatives would not work.
Practical example
An employee requests equipment costing $600. Rejecting it solely because the local team has no equipment budget does not establish significant expense for an employer with substantial overall resources.
For related situations, see workplace food-allergy accommodations and returning to work after disability leave.
Primary sources
Sources checked: October 31, 2026.