Upsize Minnesota: When Mental Health Issues Arise, Here’s how to Comply with the ADA

November 2012

As more employees are diagnosed and treated for mental health disabilities such as ADHD and autism, the practical application of the ADA can be difficult because, unlike physical disabilities, mental health disabilities are not visible or easily identifiable.

“In many cases, an employee verbally and informally discloses a physical or mental condition to a supervisor or manager as an explanation for failing to satisfactorily perform or failing to comply with a company policy. This disclosure may constitute a reasonable accommodation request. For this reason, supervisors and managers need to receive ADA training or directives to notify human resources of such disclosures.”

Read an Upsize Minnesota Magazine article by FMJ HR & Employment attorney Heidi Carpenter here to learn more about which impairments are covered and types of accommodations.