Reasonable accommodations for disabled workers are a promise overseen by the Americans with Disabilities Act (ADA), but changes at the federal level are raising questions about its applicability. Allegedly, the Centers for Disease Control and Prevention (CDC) has halted telework accommodations for disabled employees. Return-to-work mandates are becoming increasingly commonplace, and federal forces have spearheaded the change through leading by example.
As such, the CDC’s parent agency, the Department of Health and Human Services (HHS), has pushed for employees to return to work full-time. Now it appears that the CDC’s disability accommodations have also been revoked as an extension of this change, marking a distinct shift in how the ADA might be interpreted if the pause is allowed to be put into place.
CDC Halts Telework for Disabled Workers: What Does This Mean for the ADA’s Reasonable Accommodations?
In a move that has sparked controversy, the CDC has reportedly suspended its remote work disability accommodations. Initially, the move did not appear to be directly targeted at disability rights, but as a result of a blanket halting of all work-from-home arrangements within the organization. The 2025 federal mandate, which required a return to full-time in-person work, has been adopted by the HHS and the CDC. As a result, some workers who need accommodations due to their disabilities have also been affected.
Now, Axios reported that it viewed an email from the HHS to its workers, which updated its policy to state that teleworking or long-term teleworking was no longer seen as a “reasonable accommodation.” The ADA regulation governs the rights of disabled workers in the US to ensure that they have a fair chance at performing the roles they are qualified for. Employers are required to make feasible adjustments to their workspaces and systems that don’t strain them beyond reasonable means, ensuring that employees can perform their roles productively.
The CDC Telework Policy Change Leaves Employees Worried
For now, it is unclear if the CDC’s WFH pause for disabilities is a temporary one or a permanent change that could disrupt the lives and job prospects of workers. “Until additional clarification is received, all approvals for long-term telework—as well as reasonable accommodation (RA) telework—are paused until further notice,” the notice explained, providing no clarity on how long employees might have to wait for an update.
With the CDC’s disability accommodation revoked, employees remain uncertain about the future of their roles at the organization. Matters are further complicated by the recent shooting at the CDC building, which left many afraid to return to work. While workers have been expressing their hesitation over in-person work, it is unlikely that accommodations will be made in this regard.
As the CDC Pauses Remote Accommodations, the Fate of the ADA Hangs in the Balance
Unions representing the CDC workers have condemned the decision to halt telework for disabled employees, stating that it “violates the civil rights of federal workers with disabilities.” The CDC’s telework policy change could be a temporary one while the agency plans out its strategy, but a permanent alteration of practice could have a ripple effect across the US.
With teleworking no longer considered a reasonable accommodation, many businesses may cease to provide similar accommodations of their own. With such changes on the horizon, HR teams will have to make some tough decisions on their own policy and reassure workers of what changes are or are not going into effect. Skirting the recommendations of the ADA too closely can open businesses up to legal challenges and conflicts with employees.
This makes it essential for HR teams to keep up with the various changes occurring across the landscape of work to ensure compliance and employee well-being are both centralized in equal measure.
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