Accommodations can be complex for HR to navigate, and requests from employees are only increasing. HR managers are under growing pressure to ensure accommodations are handled effectively. As highlighted in our 2025 State of Leave and Accommodations report, the accommodations experience plays a critical role in shaping the employer-employee relationship.
To better understand the current accommodations landscape, we surveyed 1,200 employers and employees—gathering insights into what employees are requesting, what’s working well, and the challenges HR teams are facing. Below, we’ve outlined key trends, but we encourage you to download the full report for a deeper dive into the data.
Accommodations Requests Continue to Rise
Sixty percent of HR managers surveyed reported an increase in accommodations requests in 2024, marking the second consecutive year of growth. Among those who saw a rise, 62% reported an increase of 21% or more.
When employees requested a job accommodation, 45% did so through their manager, while 43% went directly to HR. A smaller percentage sought accommodations through a third-party provider or a self-service portal.
Most employees received a decision on their request quickly—nearly two-thirds said they waited less than a month. Slightly more than one-third waited longer, while 3% reported never receiving a response. Delays in responding to accommodation requests can pose compliance risks, as both the PWFA and the ADA emphasize the need for timely decisions.
For more information on the rise in accommodations requests, read our 2025 State of Leave and Accommodations Report.
Mental Health, Chronic Physical Conditions Drive Requests
For the second consecutive year, mental health conditions were the most common reason employees requested accommodations. This trend underscores the growing importance of emotional well-being in the workplace. Employees are increasingly comfortable advocating for their needs and expect their employers to provide meaningful support.
The next most common reason for accommodation requests was chronic physical conditions or limitations. As the workforce continues to age, HR teams should prepare for an increase in requests related to mobility challenges, ergonomic adjustments, and flexible work arrangements.
With accommodation requests on the rise, organizations should assess their policies and processes to ensure they are prepared to respond efficiently and compliantly. The good news? Most accommodations are low-cost or even free, allowing employers to retain valuable talent while fostering a more inclusive workplace.
Explore our 2025 State of Leave and Accommodations Report to learn more about the factors driving accommodations requests.
Top Accommodations? Remote Work and Flexibility
When people think of accommodations, they often picture wheelchair ramps, ergonomic chairs, or closed captions. But accommodations are as diverse as the workforce itself. In reality, the most frequently requested accommodations focus more on when and where employees work rather than how.
Remote work was the most requested accommodation this year, followed by intermittent leave. Specialized equipment—such as chairs and desks—came next, closely followed by additional breaks.
As with any accommodation, HR should engage in the interactive process to understand what employees need to perform their essential job functions. This collaborative approach is especially important for complex requests, including those for remote work.
To discover the other top-requested accommodations, dive into our 2025 State of Leave and Accommodations Report.
The Aftermath of a Poor Accommodations Experience
Requesting an accommodation takes courage. Employees must disclose a condition that may be deeply personal, then navigate a process that often involves multiple discussions about their health, well-being, and job performance.
When that process is met with delays, poor communication, or a lack of support, the employer-employee relationship can suffer. Employees who reported a poor accommodations experience encountered a range of challenges:
- I wasn’t able to get the accommodation I really needed: 51%
- I had to go through a difficult process to get my accommodation: 45%
- It took a long time to get my accommodation: 33%
- My request for an accommodation was denied and I struggle to do my job: 27%
- I never heard back about my request, and don’t know what to do: 18%
- My manager or colleagues disclosed the reason for my accommodation: 18%
Several survey respondents shared their experiences:
“It felt like the upper management was more concerned about the cost than about me being able to do a good job.”
“I feel like they purposely made it difficult and gave me no help requesting my accommodation.”
A poor accommodations experience isn’t just frustrating for employees—it has lasting consequences for organizations. Two-thirds of those who reported a negative experience said they no longer felt valued by their employer. This disengagement affects morale, productivity, and retention:
- 40% felt unmotivated, less productive, and ready to look for a new job.
- 30% said they would warn others about working for their employer.
Respondents who reported a poor accommodations experience shared what it was like for them:
“It was a very frustrating process. It led me to think that my company doesn’t really care, and that what the doctor says is needed for me doesn’t matter.”
“Both times I disclosed my disabilities, I had to find new jobs within a year, even after having worked in one role for five years before disclosing.”
Discover what else employees had to say about their negative accommodations experience in our 2025 report.
The Upshot of a Positive Experience
When an accommodations experience goes well, it creates the opposite effect of a poor experience. Employees who reported a good or positive accommodations experience said they felt valued and supported by their workplace.
Those who gave a thumbs up to their accommodations experience reported a number of positive events:
- My manager was supportive of my request for an accommodation: 62%
- I got my accommodation with little or no hassle: 54%
- My HR team was supportive of my request for an accommodation: 54%
- I received my accommodation quickly: 51%
- The reason for my accommodations was kept private: 37%
When asked to put their experience in their own words, employees left glowing reviews of the accommodations process.
“I’m so glad my company accommodated my disability. It made me feel heard and respected. It ultimately made me a better employee, which was a win-win.”
A well-managed accommodations experience strengthens the employer-employee relationship—and the benefits go both ways. Employees who had a positive accommodations experience were more likely to feel productive (60%) and motivated (54%). Many also viewed their workplace as inclusive and said they would recommend their employer to others.
“The process was smooth and with no hassle. My management team has always had the best interests of our team at heart.”
“Our HR generalist was a huge help and was the one who encouraged me to apply for the accommodation. She also helped guide me through the process.”
See how a positive accommodations experience supercharged the employee experience in our 2025 report.
HR and Employees Call for Modern Solutions
Meeting the growing demand for accommodations is no small task. HR managers face a range of challenges, from navigating ADA complexities to maintaining employee privacy.
To address these obstacles, HR leaders identified several solutions, but two stood out: better technology and reduced administrative work. They recognized that modern technology is essential for streamlining accommodations, improving the employee experience, and ensuring compliance.
Employees echoed this sentiment. In their own words, many highlighted how technology could simplify the accommodations process, making it more efficient and accessible.
“The process would be better if they used technology.”
“HR should make applying for accommodations digital.”
Elevate Your Approach to Accommodations with AbsenceSoft
When your organization partners with an accommodations management platform like AbsenceSoft, you gain the tools needed to deliver a positive, compliant, and efficient accommodations experience. With AbsenceSoft, you’ll have access to:
- A self-service portal where employees can submit requests for accommodations discreetly.
- A dashboard that allows employees to track the status of their requests.
- A platform that centralizes communications, making them effortless and efficient.
- The AbsenceSoft Compliance Engine™, which tracks over 200 laws — including laws with accommodations provisions, like the Americans with Disabilities Act and the Pregnant Workers Fairness Act.
- A software that allows HR teams to handle requests more efficiently and respond to requesting employees more quickly.
- Technology that leverages intelligent automation, making the interactive process fully standardized across all employee groups.
To learn more about how AbsenceSoft can improve your organization’s approach to accommodations, book a demo today.