Americans with Disabilities Act (ADA) Meaning & Definition

The Americans with Disabilities Act (ADA) of 1990 is a US statute passed to prevent discrimination against people with physical or mental disabilities. Just as the Civil Rights Act of 1964 prohibits discrimination against race, color, sex, national origin, age, and religion, similarly ADA prohibits discrimination on the basis of disability.

In 2008, the U.S. passed the ADA Amendments Act (ADAAA), which became effective on January 1, 2009. The ADAAA expanded the definition of “disability,” making it broader. These changes apply to all parts of the ADA.

Title I covers jobs with private employers (15+ employees), government jobs, employment agencies, and unions.
Title II addresses programs and services run by state and local governments.
Title III applies to private businesses that are open to the public, such as stores and restaurants.

Consequently, the ADAAA aims to provide stronger legal protection for people with disabilities.

Employers must provide support for employees with disabilities, and many other countries have enacted similar laws to protect their rights.

Frequently Asked Questions

Q1.	What is the Americans with Disabilities Act (ADA)?
Ans.	The Americans with Disabilities Act (ADA) is a U.S. law that protects the rights of people with disabilities. It ensures they are not discriminated against in jobs, public places, transportation, and government services. In addition, the law requires employers to offer reasonable support or adjustments to help employees with disabilities perform their work. Furthermore, the act mandates that public spaces be accessible to everyone, regardless of their physical or mental abilities.
Q2.	Who is protected under the ADA?
Ans.	Under the ADA, people with disabilities are protected. Moreover, it ensures they are not treated unfairly in areas such as employment, public services, transportation, and public places like restaurants, schools, and stores.
Q3.	What are reasonable accommodations under the ADA?
Ans.	Under the Americans with Disabilities Act (ADA), reasonable accommodations are changes or adjustments to workplace rules, procedures, or environments. It helps individuals with disabilities access the same opportunities, services, and activities as others.
Q4.	How does the ADA affect the workplace?
Ans.	The Americans with Disabilities Act (ADA) plays an important role in shaping inclusive workplaces. To begin with, it prohibits discrimination against qualified individuals with disabilities, ensuring fair treatment in all areas of employment. More importantly, it requires employers to offer reasonable accommodations so that employees with disabilities can fully participate in their roles. As a result, individuals with disabilities gain equal access to opportunities such as hiring, career growth, compensation, and workplace benefits. In essence, the ADA promotes fairness and inclusion throughout the entire employment lifecycle.
Q5.	What types of disabilities are covered by the ADA?
Ans.	The Americans with Disabilities Act (ADA) protects individuals who have a physical or mental impairment that substantially limits one or more major life activities. For example, this includes vision and hearing impairments. Furthermore, it covers mobility limitations and neurological disorders. Moreover, cognitive disabilities and chronic medical conditions are included. Importantly, psychological conditions such as anxiety or depression also fall under this protection.
Q6.	What are employers required to do under the ADA?
Ans.	Under the ADA, employers must actively support employees with disabilities. For example, they must provide accommodations at both office premises and client locations. Additionally, they should ensure meetings, training, and tools are accessible to everyone. They should also organize workshops to teach managers and staff about disability etiquette and inclusive communication. Furthermore, they should write clear policies and share documentation openly. This way, they will help prevent discrimination and build an inclusive workplace. With solutions like Empxtrack, companies can seamlessly integrate assistive technologies into their HRIS systems to better support differently-abled employees.
Q7.	Can an employer ask about an employee’s disability?
Ans.	Generally, under the ADA, employers are not allowed to ask applicants to disclose information about a disability or medical condition before extending a job offer, with limited exceptions.
Q8.	What should an employee do if they believe their ADA rights have been violated?
Ans.	If an employee feels their ADA rights have been violated, they should start by filing a complaint with the Equal Employment Opportunity Commission (EEOC). Similarly, they also have the option to file a private lawsuit. In some cases, employees may use their company’s internal grievance procedures before pursuing external legal action.
Q9.	Is the ADA applicable to remote or hybrid workplaces?
Ans.	Yes, the ADA is applicable to all workplace models. This includes both remote and hybrid.