Accommodation requests have grown sharper and more complex than they were even a few years ago, spanning mental health, neurodiversity, and pregnancy-related needs under the PWFA.

Most HR teams are still managing all of it with spreadsheets, email chains, and managers who don’t always know how to handle a request compliantly.

This guide walks through the four systems every accommodations program needs to scale without falling apart.

With this guide:

• Build a centralized intake process that gives employees one clear way to request accommodations
• Guide every request through a documented, EEOC-compliant interactive process
• Automate the letters, forms, and reminders that keep cases moving on time
• Use real-time data to catch inconsistent decisions before they become a complaint
• Turn accommodations management from a source of risk into a source of trust

An overburdened accommodations program doesn’t just risk legal exposure, it costs you employees who no longer feel supported. This guide helps you build a program that protects your people and your organization at the same time.

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