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Reasonable Workplace Accommodations
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NThe House of Nirvana
THON Resource Center™
The HG Care Hub™
The HG Care Hub™
Employer Toolkit · Planning Tool
Reasonable Workplace Accommodations
A working checklist for managers, HR, and employees to build an accommodation plan together — and to write it down so it does not have to be renegotiated every week.
For: Managers, HR & employeesTime: 20-minute conversationFormat: Letter · complete together
How to use this page
Work through it in one conversation with the employee. Tick what is possible, note what is not and why, and agree a review date. Written plans protect both parties and remove the burden of asking repeatedly.
Schedule and hours
Later or flexible start time
Reduced hours, with pay implications stated in writing
Rest breaks as needed, not fixed
Ability to leave without prior approval on bad days
No early-morning meetings or travel
Deadlines reviewed and adjusted
Shift swaps permitted without justification
Place of work
Remote work, full or partial
Workspace away from kitchens, canteens, or food preparation
Access to a private space to rest or be sick
Proximity to a bathroom
Control over temperature, ventilation, and lighting
Relief from standing, driving, or lifting
Fragrance-free policy in her immediate area
Duties and workload
Temporary reassignment of food, travel, or client-facing duties
Redistribution of time-critical responsibilities
Written handover so absence does not create backlog
Reduced or paused on-call obligations
Non-urgent projects deferred
Meetings made optional or recorded
Leave and appointments
Paid time for medical appointments and IV hydration
Sick leave not counted against performance
Single notification method for absence, no explanation required
Advance clarity on statutory and company leave entitlements
Job security confirmed in writing
Early, documented planning for extended leave
Communication and dignity
Named single point of contact
Agreed wording for what colleagues are told
Confidentiality confirmed in writing
No requirement to justify severity repeatedly
Scheduled every two weeks review of the plan
Return-to-work planning begun before she leaves
Write the plan down
THON Tip
Revisit this plan every two weeks. HG severity changes, and an arrangement that worked in week nine may be unworkable in week fourteen.
Employment protections vary by jurisdiction. In the United States, the Pregnant Workers Fairness Act, the Americans with Disabilities Act, and the Family and Medical Leave Act may apply. Confirm obligations with qualified employment counsel. Educational only; not legal advice.
Part of the THON Employer Toolkit™ · Evidence-informed · Last reviewed July 2026 · Next review January 2027
This resource is educational and does not replace the advice, diagnosis, or treatment of a physician or another qualified healthcare professional. If she cannot keep fluids down, feels faint, or you believe this is an emergency, contact her provider or seek emergency care. © 2026 The House of Nirvana · thehouseofnirvana.org · info@thehouseofnirvana.org · You are not alone.
This resource is educational and does not replace the advice, diagnosis, or treatment of a physician or another qualified healthcare professional. If she cannot keep fluids down, feels faint, or you believe this is an emergency, contact her provider or seek emergency care. © 2026 The House of Nirvana · thehouseofnirvana.org · info@thehouseofnirvana.org · You are not alone.