Reasonable Accommodation

In today's world, accessibility means that people can take part in as many areas of life as possible, regardless of their abilities. One key concept is "reasonable accommodation". Whether at work, at school or in public places, it is meant to give people with disabilities equal opportunities in the individual case.

What is reasonable accommodation?

Reasonable accommodation means necessary and appropriate modifications and adjustments, made in a particular case, to enable people with disabilities to exercise their rights on an equal basis. They must not impose a disproportionate or undue burden (this is the definition in Art. 2 of the UN Convention on the Rights of Persons with Disabilities). Unlike general accessibility, they relate to the individual case. The accessibility of TYPO3 websites also helps to remove barriers in the digital world.

Examples of reasonable accommodation:

• At work: Flexible work schedules, adjusted job duties or a workspace adapted for wheelchair use.
• In education: Accessible materials such as large print or audiobooks, extra time in exams or a note-taker in lectures.
• Public services: Ramps, elevators or accessible restrooms in public buildings.

Legal background

The basis is Art. 2 and Art. 5 of the UN Convention on the Rights of Persons with Disabilities. Refusing reasonable accommodation can amount to discrimination. In Germany this is regulated, among others, for federal public bodies in Section 7(2) BGG. For employers, Section 164(4) SGB IX applies among others in the law on employees with severe disabilities. Other countries have comparable rules, such as the Americans with Disabilities Act (ADA) in the United States. Which rule applies in a particular case should be checked legally.

The term should not be confused with "disproportionate burden" in the BFSG. That concerns requirements for certain products and services and has to be assessed and documented separately.

How are reasonable accommodations requested?

In practice, the person concerned usually points out their need. The process typically involves:

1. Information: Inform the employer, educational institution or service provider about the specific need.
2. Documentation, if necessary: Health data is specially protected (Art. 9 GDPR). Only the information required for the purpose should be requested and treated confidentially.
3. Dialogue: Work out suitable accommodations together with the provider.

The key is communication. Both sides work together to find solutions that are proportionate in the individual case.

Possible benefits of reasonable accommodation

1. Promotes inclusion: Accommodations support people with disabilities in taking part in society.
2. Can increase productivity: At work, suitable accommodations can contribute to higher satisfaction and performance.
3. Reduces legal risk: Knowing and applying the requirements can help avoid legal disputes over discrimination. There is no guarantee.

Implementation strategies

To implement reasonable accommodation effectively:

• Education and awareness: Train staff to understand and respond to requests.
• Flexible policies: Create and maintain policies that allow adjustments in individual cases.
• Feedback mechanisms: Set up channels for those concerned to give feedback on effectiveness.

Reasonable accommodation is not only a legal question; it also expresses a culture of respect and equality. It complements accessible websites and other general measures.

In short: reasonable accommodation means individual adjustments that enable equal participation.

Status: October 2026. General information, not legal advice. For binding advice, please consult a qualified lawyer. Sources: BGG, UN CRPD, Art. 2.