{"id":37486,"date":"2016-03-31T19:25:28","date_gmt":"2016-04-01T00:25:28","guid":{"rendered":"https:\/\/content.findlaw-admin.com\/ability-legal\/uncategorized\/ptsd-not-disability-under-ada.html"},"modified":"2016-07-27T16:36:03","modified_gmt":"2016-07-27T21:36:03","slug":"ptsd-not-disability-under-ada","status":"publish","type":"corporate","link":"https:\/\/corporate.findlaw.com\/litigation-disputes\/ptsd-not-disability-under-ada.html","title":{"rendered":"The ADA and Employees with PTSD"},"content":{"rendered":"
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In 1990, Congress passed the Americans with Disabilities Act (ADA)<\/a> to remove discrimination against individuals with disabilities and to set enforceable standards. The ADA requires businesses to make certain accommodations for employees with physical and also psychological disabilities.<\/p>\n

Awareness of post-traumatic stress disorder (PTSD) has increased<\/a> especially with the return of combat veterans to the workforce, but this mental health condition<\/a> isn’t limited to the military community. Instead, it can result from any fearful or traumatic experience such as the death of a loved one, an assault or a car accident. With increasing awareness of PTSD and its presence in the workplace, it’s important for your corporate clients to understand their legal obligations including the need to provide accommodations.<\/p>\n

While determining accommodations may easier for observable physical conditions, it may not be as clear for psychological conditions like PTSD. Read on to learn more about the ADA, PTSD, and ways you can help protect your clients.<\/p>\n

What Does the ADA Require?<\/b><\/p>\n

Under the ADA, businesses with 15 or more employees are required to provide equal opportunities to employees or prospective employees with disabilities. This means that employers cannot discriminate based on disabilities when it comes to:<\/p>\n