---
title: "Prepare the facts for a response to a disability or pregnancy accommodation request"
url: "https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-written-response-to-a-flexible-working-request/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A14-KE20261022-2-US"
practice_area: "Employment & Workplace Relations (incl. WHS)"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Prepare the facts for a response to a disability or pregnancy accommodation request

> From the request and the file, list the change asked for, the limitation the employee describes, whether the papers describe a disability or a pregnancy, childbirth, or related medical condition, and any accommodation…

Canonical page: https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-written-response-to-a-flexible-working-request/united-states  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Employment & Workplace Relations (incl. WHS)](https://ailawframework.com/practice/employment-and-workplace-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | From the request and the file, list the change asked for, the limitation the employee describes, whether the papers describe a disability or a pregnancy, childbirth, or related medical condition, and any accommodation already discussed. Do not write the response that is sent. |
| What the lawyer must review | Under the Americans with Disabilities Act, a covered entity discriminates if it does not make reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless it can demonstrate undue hardship (42 U.S.C. § 12112(b)(5)(A)). Under the Pregnant Workers Fairness Act, it is an unlawful employment practice not to make reasonable accommodations to the known limitations related to pregnancy, childbirth, or related medical conditions of a qualified employee, unless the covered entity can demonstrate undue hardship (42 U.S.C. § 2000gg-1(1)). The same section says the employee is not to be required to accept an accommodation other than one arrived at through the interactive process referred to in § 2000gg(7). That definition was not opened. You decide whether an accommodation is required, and you write anything sent to the employee. There is no general federal flexible-work request for the other circumstances in the Australian list. |
| Written for | United States |
| Applies to | [Prepare the written response to a flexible working request](https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-written-response-to-a-flexible-working-request.md) |

## Checking plan

- What the AI does: From the request and the file, list the change asked for, the limitation the employee describes, whether the papers describe a disability or a pregnancy, childbirth, or related medical condition, and any accommodation already discussed. Do not write the response that is sent.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- Do not treat a requested schedule change as automatically reasonable.
- Undue hardship is for the employer to demonstrate.

## Sources

- [42 U.S.C. § 12112, Discrimination](https://www.law.cornell.edu/uscode/text/42/12112) (checked 2026-10-22)
- [42 U.S.C. § 2000gg-1, Nondiscrimination with regard to reasonable accommodations related to pregnancy](https://www.law.cornell.edu/uscode/text/42/2000gg-1) (checked 2026-10-22)

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*