How the EEOC planned to respond to the COVID-19 pandemic’s widespread shift of the workforce to remote work — and the resulting suggestion of its growing suitability as a reasonable accommodation — has been of interest to businesses and employment law attorneys since the beginning of the pandemic.
Early calls from the agency indicate that employers need to seriously consider whether remote work would pose an undue hardship, the hurdle employers must jump to deny a reasonable accommodation under the ADA.
