How-to
Inclusive workplace: accommodations for employees who are blind
A quick guide to common ADA accommodations that may be requested by employees who are blind or visually impaired
Through the Americans with Disabilities Act (ADA), employers are required to provide job applicants and employees with disabilities “reasonable accommodations” that allow them to enjoy equal employment opportunities. Needs will vary depending on the individual, but listed below are examples of common ADA accommodations for blind employees.
- Modification of an employment test. When applying for jobs, a potential applicant who is blind or visually impaired should be able to request that elements of the application process that require sight be modified or made.
- Assistive technology. Assistive technology, part of the larger DisabilityTech ecosystem, is an important accommodation for employees who are blind or visually impaired. This technology bridges the accessibility gaps between disabled users and traditional workplace systems. Popular examples of assistive technology include:
- Scanners
- Magnifiers
- Digital recorders
- Screen reading software
- Refreshable braille displays
- Braille embossers
- Accessible website. Employee portals, message boards and other sites should be accessible to workers without vision. If employees cannot access a website or online system that their job requires you to use, they should be able to request that it be made accessible.
- Guide dogs. Under the ADA, service animals such as guide dogs are allowed to accompany people with disabilities in all areas of the facility where the public is allowed to go. (Even in offices with no-pet policies.)
- Modified training. If the workplace is rolling out a new system or upgrading its computer programs, an all-staff training session may not cover keyboard commands or other details specific to assistive technology users. Employees who are blind or visually impaired should be able to request individualized instruction to allow them to learn these systems properly.
- Written materials. Employees with a visual impairment should feel comfortable requesting that all written materials required for their job be available in their preferred accessible format—whether that’s braille, large print or audio.
- Flexible schedule. Public transportation or other transit services often dictate commuting schedules for people who are blind or visually impaired. Employees should be able to request modified work schedules allowing them to work the requisite number of hours by staying late or coming in early without facing discipline for tardiness caused by transportation.
- Work from home option. As long as it doesn’t interfere with productivity, employees who are blind or visually impaired should be able to request a work from home arrangement when their disability makes it difficult for them to travel to the office (e.g. in inclement weather).
- Time off. From time to time, employees who are blind or visually impaired may need to take extended time off either for medical treatment or programs related to their disability (e.g. guide dog training). They should be able to request unpaid time off for these events, even if they don’t have the accrued time to accommodate it.
- Transportation costs. If transportation is required for a blind or visually impaired employee to perform the essential functions of their job, they should be able to ask for a driver or reimbursement for the cost of transportation.
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