The ADA requires that employers provide reasonable accommodations to workers with disabilities. This can include leave, even if an employee is not entitled to any other medical leave under an employer’s policy or the Family and Medical Leave Act, for example.
It also favors an informal, interactive accommodation process, which means that as soon as an employer knows or should know that an employee needs something, the company’s responsibility to accommodate is triggered. (Failing to engage in the interactive process isn’t a stand-alone violation, at least under federal law, but it can be evidence of discrimination.)
