The ADA does not interfere with an employer’s right to have workplace policies; employers are allowed to develop and enforce policies that apply to all employees, including employees with disabilities. However, it can be a reasonable accommodation to modify a workplace policy when needed because of an employee's disability-related limitations, absent undue hardship. Modifying a policy as an accommodation does not mean the employer must modify it for all employees; the employer can still apply the policy to all other employees.
The following are some examples of policies employers must consider modifying, absent undue hardship:
There are also policies that employers do not have to consider modifying. For example:
However, keep in mind that if there is an accommodation that would enable an employee with a disability to comply with these policies, the employer must consider providing the accommodation, absent undue hardship. In addition, it might be a reasonable accommodation to develop a policy, for example a fragrance policy for an employee with fragrance sensitivity.