If you have a disability or a pregnancy-related condition that makes it difficult to work, you can request support from your employer. This support—called a reasonable accommodation—can help with performing your job, participating in workplace activities, or even applying for a position. Reasonable accommodations are provided in accordance with university policies as well as federal and state laws.
Divisional Disability Representatives (DDRs) and the Employee Disability Resources (EDR) office are here to help employees and job applicants understand how disability and pregnancy-related reasonable accommodation policies and laws apply to each individual situation.
- Your DDR is an HR professional in your division who can answer questions and guide you through the reasonable accommodation process. Find your DDR.
- The EDR office is available if you would like to consult confidentially with someone outside your division before making a request or if you are unsure about what you need. EDR also works closely with the DDRs to support you through the accommodation process.
Policies, laws, and compliance
Accommodation policies and procedures
Pregnancy accommodation
Policy and procedures for pregnancy accommodation are coming soon
Federal and state laws
Disability laws and regulations
At UW–Madison, employees and job applicants with disabilities are protected by several laws: the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the Wisconsin Fair Employment Act (WFEA) and Universities of Wisconsin Regents Policy 14-10. These laws prohibit discrimination based on disability and require the university to ensure equal access to jobs, programs, and activities.
The ADA provides broad protections nationwide and Section 504 applies because UW–Madison receives federal funding. The WFEA adds similar protections under Wisconsin state law. Together, these laws help ensure that all individuals have equal opportunities to work, participate, and succeed.
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Americans with Disability Act (ADA)
The Americans with Disabilities Act (ADA) is a federal law that protects people with disabilities from discrimination. It requires employers, schools, and public places to provide equal access and reasonable accommodations.
Title I of the ADA requires employers to provide equal job opportunities and reasonable accommodations to qualified employees and job applicants with disabilities barring undue hardship to the university.
Title II requires state and local governments, including public universities, to make their programs, services, and buildings accessible to people with disabilities.
Titles III, IV, and V of the ADA require businesses open to the public to be accessible, ensure equal access to telephone and communication services, and explain how the law is enforced and applied.
Helpful links about the ADA:
- ADA law
- ADA terms
- Titles I and V of the Americans with Disabilities Act of 1990 (ADA)
- Employer responsibilities
- The Job Access Network (JAN) provides basic information about the employment provisions of the ADA.
Section 504 of the Rehabilitation Act
Section 504 of the Rehabilitation Act is a federal law that protects people with disabilities from discrimination. It requires employers that receive federal funding to provide equal job opportunities and reasonable accommodations to employees and job applicants barring undue hardship to the university. Employers must also make sure their workplace, programs, and services are accessible to qualified individuals with disabilities.
Wisconsin Fair Employment Act (WFEA)
The Wisconsin Fair Employment Act (WFEA) prohibits employers, including UW-Madison, from discriminating against employees and job applicants based on a protected class.
Under the WFEA employers are required to provide reasonable accommodations to qualified employees and job applicants with disabilities and pregnancy-related limitations barring undue hardship to the university. Employees are further protected from harassment or retaliation based on (and not limited to) the same classes. These classes include and are not limited to age, disability, and pregnancy or childbirth.
Contact your Divisional Disability Representative (DDR) with questions or to ask for an accommodation.If you have experienced discrimination, harassment, or retaliation, please contact the Office of Compliance to report misconduct or receive further support.
Regent Policy 14-10
The Universities of Wisconsin prohibit discrimination against individuals with disabilities. Qualified people with disabilities must have equal access to programs, services, activities, and employment. In addition, retaliation is not allowed against anyone who uses their rights under disability laws or who helps others exercise those rights.
Family Medical Leave Act (FMLA) and Wisconsin Family Medical Leave Act (WFMLA)
The federal Family & Medical Leave Act (FMLA) and Wisconsin Family & Medical Leave Act (WFMLA) allow an eligible employee to take job-protected time off work for specific family and/or medical reasons. While FMLA/WFMLA allows you to take unpaid leave, you may be able to use sick leave or other accrued paid leave that is available to you during an absence.
If you need family or medical leave, please contact your DDR to learn whether you are eligible, whether the reason for your leave is covered under FMLA/WFMLA, and to obtain the appropriate certification form.
Find more information about FMLA and WFMLA in our KnowledgeBase.
Pregnancy accommodation related laws and regulations
The PWFA and PUMP Act are federal laws that protect employees and job applicants with pregnancy and childbirth related needs at work. Together, these laws ensure employees are supported before, during, and after pregnancy. Other laws also protect against discrimination or retaliation based on pregnancy or childbirth.
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Pregnant Workers Fairness Act (PWFA)
The Pregnant Workers Fairness Act (PWFA) requires UW–Madison to provide a reasonable accommodation for an employee or job applicant who has limitations related to pregnancy and childbirth. These limitations can be related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The law also covers reasonable accommodations for lactation.
- Contact your Divisional Disability Representative (DDR) with questions or to ask for an accommodation.
- Equal Employment Opportunity Commission on the PWFA
- Please refer to our Knowledge Base for additional resources related to the PWFA.
PUMP Act
The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act) expands protections for employees who are breastfeeding by requiring employers to provide reasonable break time and a private space (other than a bathroom) to express breast milk while working.
- Contact your Divisional Disability Representative (DDR) with questions or to ask for an accommodation.
- Department of Labor PUMP Act information
Our role in compliance
The Employee Disability Resources (EDR) office oversees the university’s compliance with the employment provisions of the Americans with Disabilities Act (ADA) and related disability laws and also the Pregnant Workers Fairness Act (PWFA).
We lead the development of related policies and procedures to make sure the university stays in full compliance and supports an inclusive, accessible workplace for all employees and job applicants. Our office monitors new and emerging developments in these areas to maintain ongoing compliance and to align university practices.
While these laws form the foundation of our work, our approach goes beyond compliance — we focus on education, collaboration, and proactive problem-solving to help create inclusive workplaces.