As companies rush to implement return-to-office (RTO) mandates, many HR teams feel the pressure of managing a sharp increase in accommodation requests. Employees are asking for support with everything from remote work for mental health conditions to flexibility for pregnancy-related needs under the Pregnant Workers Fairness Act (PWFA). For organizations, this moment tests their ability to handle complexity while prioritizing the employee experience.
Managing accommodations during RTO isn’t just a logistical challenge—it’s a legal and cultural imperative. Without a transparent, centralized process, companies risk non-compliance, employee disengagement, and overwhelming strain on HR teams.
Accommodation requests are surging as employees adjust to the reality of in-office work. This wave reflects broader trends, including increased transparency about mental health, chronic illness, and caregiving responsibilities. Employees who may not have felt comfortable asking for accommodations are now stepping forward in more significant numbers.
For employers, the stakes are high. Mishandling requests can lead to legal risks under ADA and PWFA regulations and cause significant damage to trust and morale.
Handling accommodations during RTO isn’t just about managing an influx of requests—it’s about setting up a process that ensures compliance, supports employees, and scales as your organization grows. This isn’t something you can tackle with ad hoc solutions or scattered spreadsheets.
Here’s what building a genuinely effective accommodations process looks like:
Recently, a company facing an RTO transition turned to Disclo after realizing they were unprepared for the volume of accommodation requests they anticipated. In less than 24 hours, we helped them implement a fully compliant, employee-friendly process—just in time for their company-wide announcement.
Disclo isn’t just a tool; it’s a game-changer for HR teams. Our platform offers:
When managing a surge in requests, these tools aren’t just helpful—they’re essential to avoid legal risks and support your employees.
Setting up a robust accommodations process isn’t optional—it’s critical in the face of RTO mandates. The complexity and urgency of this task can overwhelm even the most prepared teams. Companies choose Disclo to simplify the process, protect their organization, and prioritize their employees.
Contact us today to ensure your accommodations process is ready for whatever comes next.
RTO mandates are driving a surge in accommodation requests, requiring employers to establish robust, compliant processes that prioritize employee support and legal safeguards. Disclo helps streamline this complex task, ensuring requests are managed efficiently and empathetically.
As companies rush to implement return-to-office (RTO) mandates, many HR teams feel the pressure of managing a sharp increase in accommodation requests. Employees are asking for support with everything from remote work for mental health conditions to flexibility for pregnancy-related needs under the Pregnant Workers Fairness Act (PWFA). For organizations, this moment tests their ability to handle complexity while prioritizing the employee experience.
Managing accommodations during RTO isn’t just a logistical challenge—it’s a legal and cultural imperative. Without a transparent, centralized process, companies risk non-compliance, employee disengagement, and overwhelming strain on HR teams.
Accommodation requests are surging as employees adjust to the reality of in-office work. This wave reflects broader trends, including increased transparency about mental health, chronic illness, and caregiving responsibilities. Employees who may not have felt comfortable asking for accommodations are now stepping forward in more significant numbers.
For employers, the stakes are high. Mishandling requests can lead to legal risks under ADA and PWFA regulations and cause significant damage to trust and morale.
Handling accommodations during RTO isn’t just about managing an influx of requests—it’s about setting up a process that ensures compliance, supports employees, and scales as your organization grows. This isn’t something you can tackle with ad hoc solutions or scattered spreadsheets.
Here’s what building a genuinely effective accommodations process looks like:
Recently, a company facing an RTO transition turned to Disclo after realizing they were unprepared for the volume of accommodation requests they anticipated. In less than 24 hours, we helped them implement a fully compliant, employee-friendly process—just in time for their company-wide announcement.
Disclo isn’t just a tool; it’s a game-changer for HR teams. Our platform offers:
When managing a surge in requests, these tools aren’t just helpful—they’re essential to avoid legal risks and support your employees.
Setting up a robust accommodations process isn’t optional—it’s critical in the face of RTO mandates. The complexity and urgency of this task can overwhelm even the most prepared teams. Companies choose Disclo to simplify the process, protect their organization, and prioritize their employees.
Contact us today to ensure your accommodations process is ready for whatever comes next.
