How does the EEOC define undue hardship for schedule modifications?

✓ Accepted answer

The Equal Employment Opportunity Commission defines undue hardship as a significant difficulty or expense when considering an employer's resources and nature of operations, meaning a mere inconvenience is insufficient to deny a schedule modification.

• Substantial Cost or Disruption: Employers must assess whether the change would require major operational disruption or significant financial burden, rather than just minor administrative adjustments.
• Essential Functions: If a specific time is critical to the job's core duties, the employer may have stronger grounds to deny the request, but they must carefully evaluate if functions can be shifted with little impact.
• Specific Adjustments: This definition covers altering arrival or departure times, providing periodic breaks, and allowing the use of accrued paid leave or additional unpaid leave.
• Individual Assessment: Employers must grant modified schedules for qualified individuals with disabilities even if they do not offer such flexibility to other employees, provided the hardship threshold is not met.

If a schedule change is denied based on undue hardship, the employer must be able to demonstrate specific financial or operational evidence to support this decision.

admin · 2026-10-31 09:10:53