Employees with medical conditions or disabilities may submit an employee accommodation request. These conditions can limit their ability to perform job duties.
Employers must start an interactive conversation after an employee accommodation request. This discussion determines whether the employer can meet the request or offer alternatives.
The interactive process is a two-way conversation between employer and employee. Both parties work together after an request to find a reasonable solution.
During this process, employers review job duties and discuss the employee’s limitations. They also explore practical accommodations that support job performance.
As of May 2026, Minnesota law (SF 3210) requires this process. The law amended the Minnesota Human Rights Act (MNHRA).
Employers must engage in this process in good faith after an employee accommodation request. Failure to comply may lead to discrimination claims.
In short, the interactive process is not optional. It is a legal requirement tied to every employee accommodation request.
Employers who engage in open, good-faith discussions support employee success. They also reduce risk and maintain compliance with Minnesota law.
Get a free consultation for your employee accommodation request process today!