The Department of Veterans Affairs (VA) is mandated by law to offer reasonable accommodation in the workplace for qualified employees or applicants with disabilities.  The Office of Resolution Management provides agency oversight into the established policy and procedures for processing Reasonable Accommodations (RA), Personal Assistance Services (PAS), Religious Accommodations, and accommodations under the Pregnant Workers Fairness Act (PWFA). 

What is a Reasonable Accommodation?

Reasonable accommodations assist qualified individuals in performing the essential job functions of their position, unless doing so would cause undue hardship.

Three areas where accommodation may be requested:

• Access the application/interview process,
• Perform the essential functions of the job or access the work environment,
• Enjoy equal benefits and privileges of employment as employees and applicants.

Requests for reasonable accommodation may be made either in writing or orally at any time during the application process or while employed. All requests for accommodation are handled with strict confidentiality and only disclosed to those who have a direct need to know.

To learn more about  the RA process, find your Reasonable Accommodation Coordinator, understand your responsibilities, what requests can be denied, and what to do if you are not satisfied with the outcome of your RA visit Understanding the Reasonable Accommodation Process.

What are Personal Assistance Services?

PAS is designed to empower employees with targeted disabilities, enabling them to perform job-related tasks and specific functions effectively. Applicants or employees may request PAS to provide support during the job application process, while competing for a position, performing their job duties, or to ensure equal access to employment benefits due to their medical condition.


These services enable employees to perform daily living activities that might otherwise be challenging due to their disabilities. PAS includes vital support for tasks such as dressing, eating, and using the restroom, as well as various supportive activities that promote inclusivity and accessibility in the workplace.

Examples of PAS include:

• Retrieving items that are out of reach,
• Providing travel assistance for employees with mobility challenges,
• Assisting employees with cognitive disabilities in making informed decisions,
• Reading printed materials for visually impaired employees, and
• Ensuring the availability of sign language interpreters during meetings for deaf employees..

What is a Religious Accommodation?

Religious accommodation is a change to the work environment that enables an individual to adhere to their religious beliefs, practices, observances, or religious exercise. The need for religious accommodation may arise when an employee’s or applicant’s religious beliefs, observances or practices conflict with a specific task or requirement of the position or application process. 

The employer’s duty to accommodate will usually entail making a special exception from, or an adjustment to, a particular work requirement so that an employee or applicant will be able to observe or practice their religion.

Visit the Equal Employment Opportunity Commission website for more information on religious accommodations in the workplace under Title VII.

Example of religious accommodation include, but are not limited to:

• Modification or adjustment of work schedule or work environment
• Modification or adjustment of dress policy
• Flexible leave
• Temporary assignments

Pregnancy, Childbirth and Nursing Accommodation: Pregnant Workers Fairness Act (PWFA)

Pregnancy accommodations are any modifications to the work environment or employment policy that are effective in meeting the needs of a qualified employee or applicant with known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless it would cause undue hardship to the Agency.

Morning sickness, fatigue, reduced mobility and other pregnancy related symptoms may make it difficult for an employee to work in the same capacity they did before they became pregnant.

Examples of Pregnancy Accommodation include:

• Additional, longer, or more flexible breaks to drink water, eat, rest or use the restroom.
• Changing a uniform or dress code or providing safety equipment that fits.
• Changing a schedule, such as shorter work hours, part-time work or a later start time.
• Temporary reassignment.
• Leave for medical appointments and/or to recover from childbirth or other medical conditions related to pregnancy or childbirth.
• Temporary suspension of one or more essential functions of a job.
• Change equipment, devices, or workstations, such as providing a stool to sit on, or a way to do work while standing.