5 Common ADA Compliance Pitfalls and How to Avoid Them

When it comes to the Americans with Disabilities Act (ADA), even well-meaning employers can make costly mistakes. Missteps in handling accommodation requests, job descriptions, or return-to-work conversations don’t just create legal risks—they also damage trust and morale in the workplace.

At NovaBoss ADA, we specialize in making ADA compliance approachable and effective. Below are five common ADA pitfalls we see and what you can do to avoid them.

1. Treating ADA Compliance as a One-Time Task

Mistake: Thinking of ADA as a checklist item during hiring or onboarding.
Fix: ADA compliance is an ongoing process. Employers must continually evaluate policies, update job descriptions, and train supervisors on accommodation protocols.

2. Failing to Engage in the Interactive Process

Mistake: Denying an accommodation without discussion.
Fix: The law requires a good-faith, interactive dialogue. Document every step, ask open-ended questions, and explore all reasonable options before reaching a decision.

3. Requiring Too Much Medical Information

Mistake: Asking for full medical records or irrelevant diagnoses.
Fix: Only request documentation that confirms a disability and the need for accommodation. Avoid diving into private medical history unless it directly impacts job performance or safety.

4. Ignoring Hidden Disabilities

Mistake: Only recognizing visible impairments like mobility issues.
Fix: Many disabilities are invisible—like PTSD, chronic pain, ADHD, or autoimmune conditions. Train staff to take all accommodation requests seriously, regardless of appearance.

5. Retaliating—Even Subtly—After a Request

Mistake: Changing duties, isolating, or disciplining employees after they disclose a disability.
Fix: Retaliation, even unintentional, can lead to serious legal claims. Educate your leadership team on what retaliation looks like and how to prevent it.

Final Thoughts

ADA compliance doesn’t have to be confusing or intimidating. By being proactive, transparent, and human-centered in your approach, you not only stay compliant—you build a workplace that works for everyone.

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