What does the Americans with Disabilities Act (ADA) require from employers?

The Americans with Disabilities Act (ADA) is designed to ensure that individuals with disabilities have equal opportunities in the workplace. One of its key requirements is that employers must provide reasonable accommodations to qualified individuals with disabilities. This means that when an employee or applicant with a disability needs a change in the work environment or in the way tasks are typically performed, the employer is obligated to make modifications or adjustments unless doing so would impose an undue hardship on the business.

Reasonable accommodations can include modifications like wheelchair ramps, flexible work schedules, modified equipment, or adjustments in job responsibilities. The goal is to support the employee's ability to perform their job duties effectively while ensuring their disability does not create an unnecessary barrier to employment.

The other options listed do not accurately reflect the requirements of the ADA. Lifelong job security is not mandated; instead, the ADA focuses on preventing discrimination against individuals with disabilities. Additionally, the ADA does not require employers to enforce strict hiring quotas for disabled individuals, as this could lead to reverse discrimination. Lastly, while health insurance is an important part of employment, the ADA does not specifically require employers to offer health insurance to all employees; this is typically governed by other laws such as the Affordable Care Act.