{"id":10578,"date":"2025-09-12T13:51:52","date_gmt":"2025-09-12T18:51:52","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=10578"},"modified":"2025-10-06T14:17:42","modified_gmt":"2025-10-06T19:17:42","slug":"managing-ada-accommodations-for-mental-health","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/managing-ada-accommodations-for-mental-health\/","title":{"rendered":"8 steps to managing ADA accommodation requests related to mental health"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\"><strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/a><\/p>\n<\/div>\n\n\n\n<p class=\"\">When people think of common medical issues, they tend to think of physical diseases like cancer or heart disease. But with <a href=\"https:\/\/www.nami.org\/about-mental-illness\/mental-health-by-the-numbers\/\">about 20% of US adults<\/a> experiencing some degree of mental illness each year, managing mental illness in the workplace is a priority for HR and business leaders.<\/p>\n\n\n\n<p class=\"\">Mental health conditions may be protected disabilities under the Americans with Disabilities Act (ADA), which require covered employers to provide reasonable accommodations to employees and applicants with known mental or physical limitations. But many employers find it more challenging to manage mental impairments than physical impairments.<\/p>\n\n\n\n<p class=\"\">Employers can confidently manage accommodations for both mental and physical conditions, as the obligations and process are the same. When navigating a request for accommodation involving a mental health condition, employers should keep the following steps in mind.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-1\">Step 1: Increase awareness about mental health conditions<\/h2>\n\n\n\n<p class=\"\">Increasing an employer&#8217;s <a href=\"https:\/\/askjan.org\/disabilities\/Mental-Health-Conditions.cfm?cssearch=6333259_1\" target=\"_blank\" rel=\"noreferrer noopener\">understanding and awareness of mental health issues<\/a> is an important first step to overcoming accommodation challenges in the workplace. Prioritizing mental health in the workplace not only <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\">complies<\/a> with legal obligations but also enhances the overall work environment. It can lead to improved employee well-being, increased productivity, enhanced collaboration and reduced absenteeism.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Common mental health impairments include:<\/h3>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-infogram wp-block-embed-infogram\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"infogram-embed\" data-id=\"_\/LIlkEtm5jFYsflYDvHAP\" data-type=\"interactive\" data-title=\"54464-ADA-accommodations-for-mental-health-list-1\"><\/div><script>!function(e,n,i,s){var d=\"InfogramEmbeds\";var o=e.getElementsByTagName(n)[0];if(window[d]&&window[d].initialized)window[d].process&&window[d].process();else if(!e.getElementById(i)){var r=e.createElement(n);r.async=1,r.id=i,r.src=s,o.parentNode.insertBefore(r,o)}}(document,\"script\",\"infogram-async\",\"https:\/\/e.infogram.com\/js\/dist\/embed-loader-min.js\");<\/script>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-2\">Step 2: Determine if the ADA or other law applies<\/h2>\n\n\n\n<p class=\"\">Employers of every size should understand the disability and accommodation laws with which they must comply regarding employees and applicants. The ADA and the Pregnant Workers Fairness Act (PWFA) each have different applicability requirements for employers with 15 or more employees. However, smaller employers may be covered by state and\/or local laws that have lower coverage thresholds, different definitions of &#8220;disability,&#8221; and different accommodation obligations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-3\">Step 3: Focus on meeting accommodation obligations over extensive analysis<\/h2>\n\n\n\n<p class=\"\">For an employee&#8217;s physical or mental impairment to rise to the level of an ADA-protected disability, the impairment must substantially limit one or more major life activities, the employee must have a record of having such an impairment or be regarded as having such an impairment.<\/p>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\">Mental health impairments commonly impact or limit one or more of an individual\u2019s major life activities, including:<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Concentration<\/li>\n\n\n\n<li class=\"\">Memory<\/li>\n\n\n\n<li class=\"\">Organization<\/li>\n\n\n\n<li class=\"\">Time management<\/li>\n\n\n\n<li class=\"\">Stress\/emotions<\/li>\n\n\n\n<li class=\"\">Sleep<\/li>\n\n\n\n<li class=\"\">Attendance<\/li>\n\n\n\n<li class=\"\">Coworker interaction<\/li>\n\n\n\n<li class=\"\">Ability to work effectively<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"\">There are nine &#8220;rules of construction&#8221; to help determine if an individual is substantially limited in performing a major life activity, but the US Equal Employment Opportunity Commission (EEOC) wants employers to focus on meeting their obligations (e.g., to accommodate) rather than on whether an employee is disabled within the meaning of the law.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-4\">Step 4: Know when to approach an employee who has not asked for accommodation<\/h2>\n\n\n\n<p class=\"\">An employer may not know how to approach an employee who has a known mental illness and is struggling in their job performance but has not asked for an accommodation.<\/p>\n\n\n\n<p class=\"\">Generally, if an employee with a disability needs an accommodation, they (or their representative) must advise their employer that they need a change at work for a reason related to a medical condition.<\/p>\n\n\n\n<p class=\"\">However, <a href=\"https:\/\/www.eeoc.gov\/laws\/guidance\/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada?cmpid=ILC%7CUSAG%7CHUGMN-2022-10-ADA_Webinar_FAQs_22&amp;sfid=7014G000001uUTOQA2\" target=\"_blank\" rel=\"noreferrer noopener\">EEOC enforcement guidance<\/a> provides that an employer should initiate the interactive process if it knows (or has reason to know) that an employee has a disability, is experiencing workplace problems because of it, and that the disability prevents the employee from requesting a reasonable accommodation. Otherwise, an employer may only broadly inquire whether an employee needs something to help them perform their job.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-5\">Step 5: Begin the interactive process<\/h2>\n\n\n\n<p class=\"\">When the need for accommodation arises, an employer should promptly engage in the interactive process to reach a mutually satisfactory decision about the reasonable accommodation to be provided. The ADA does not dictate the specifics of this process, so employers have room to determine their own best practices.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-6\">Step 6: Evaluate possible accommodations<\/h2>\n\n\n\n<p class=\"\">A <em>reasonable accommodation<\/em> is an adjustment to a job or work environment that enables an individual with a disability to equally compete in the workplace and perform the essential duties of their position. Understanding an employee&#8217;s essential job functions is an important part of this individualized process.<\/p>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\">Examples of accommodations for an individual with a mental impairment may include:<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A modified or flexible work schedule (e.g., in order to attend therapy appointments)<\/li>\n\n\n\n<li class=\"\">Remote work<\/li>\n\n\n\n<li class=\"\">More frequent breaks<\/li>\n\n\n\n<li class=\"\">Music or white noise with headset to block out distractions<\/li>\n\n\n\n<li class=\"\">Private office space (e.g., to make telephone calls to medical professionals)<\/li>\n\n\n\n<li class=\"\">Permitting food or beverages at workstations to lessen side effects of medications<\/li>\n\n\n\n<li class=\"\">Turning off email and telephone ringer for certain blocks of time<\/li>\n\n\n\n<li class=\"\">A leave of absence<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"\">If it is unclear why an accommodation is needed or how a requested accommodation benefits or assists an employee with a disability, an employer may ask for clarification via supporting documentation (e.g., from a psychiatrist, psychologist or other licensed mental health professional).<\/p>\n\n\n\n<p class=\"\">The duty to accommodate does not end once the employer provides the employee with an accommodation. An employer should ensure, on an ongoing basis, that the employee&#8217;s accommodation continues to be effective and satisfactory to the employee.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-7\">Step 7: Maintain confidentiality<\/h2>\n\n\n\n<p class=\"\">Any information about an employee&#8217;s mental health condition or reasonable accommodation request must be kept confidential, maintained in a file separate from other personnel documents, and restricted to those with a genuine need to know, such as designated HR personnel charged with administering the interactive process. The ADA specifically prohibits the disclosure of medical information except in certain limited situations, which do not include disclosure to coworkers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-8\">Step 8: Train supervisors<\/h2>\n\n\n\n<p class=\"\">HR professionals, managers, supervisors and any other individuals who may be involved in the reasonable accommodation process should receive proper training on ADA requirements and company policies and procedures. Supervisors should also be trained to recognize common symptoms of mental health issues and to promote a workplace culture that encourages employees to share their concerns and accommodation needs.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p class=\"\">Not every employee with a mental impairment will need or want an accommodation to do their job. But employers need to be prepared for reasonable accommodation requests from employees due to mental health issues.<\/p>\n\n\n\n<p class=\"\">Even absent a legal obligation under the ADA or other law, an employer is always free to simply ask how it can help an employee facing work challenges due to a medical condition and to provide that help. Providing reasonable accommodations to employees with mental disabilities will help an employer retain valued employees and increase employee commitment and loyalty.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-1\">Step 1: Increase awareness about mental health conditions<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-2\">Step 2: Determine if the ADA or other law applies<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-3\">Step 3: Focus on meeting accommodation obligations over extensive analysis<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-4\">Step 4: Know when to approach an employee who has not asked for accommodation<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-5\">Step 5: Begin the interactive process<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-6\">Step 6: Evaluate possible accommodations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-7\">Step 7: Maintain confidentiality<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#step-8\">Step 8: Train supervisors<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organization up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/racially-discriminatory-dei\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/03\/29041440\/Learning-strategy-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/racially-discriminatory-dei\/\">Federal contractors must agree not to engage in \u201cracially discriminatory\u201d DEI<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">A new executive order requires federal contractors to certify they do not engage in racially discriminatory DEI practices, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/01\/17160142\/Feature-Brightmine-Diverse-employees-having-a-discussion-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\">DEI compliance in 2026: What to start, continue, stop\u00a0<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Recent EEOC enforcement has put employee development programs\u2014mentoring, leadership pipelines, internships, ERGs, and training\u2014under sharper scrutiny. 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This guide covers what to do, what to avoid, and how to support &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">See our extensive HR resources and expertise<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">In an ever-changing regulatory environment, we have everything you need to stay in control and compliant.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=bottom|cta-single|light|banner|hrcentreuk-freetrial|start-your-free-trial\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Start your free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>About 1 in every 5 employees may be experiencing mental health illness. Learn how to help your employees and manage accommodations in compliance with the ADA.<\/p>\n","protected":false},"author":24,"featured_media":10579,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[56],"tags":[],"topic":[71],"class_list":["post-10578","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-discrimination"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>8 steps to managing ADA accommodations for mental health<\/title>\n<meta name=\"description\" content=\"Learn how manage ADA accommodations for mental health to stay in compliance with the law and help your employees thrive.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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