Wednesday, January 21st, 2026 1:00 – 2:00 pm EST

Complimentary DMi Webinar

As employers continue to recalibrate in-person and hybrid work expectations in 2026, requests for remote work as a reasonable accommodation remain a significant area of legal risk—particularly under the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA). This session will examine how employers should evaluate remote work accommodation requests in light of ongoing litigation trends, evolving EEOC enforcement priorities, and post-pandemic workplace realities.

The program will walk through the interactive process step by step, with a focus on how recent court decisions, EEOC guidance, and PWFA developments are shaping employer obligations. Attendees will gain practical insight into balancing operational needs with compliance, while minimizing exposure to discrimination and retaliation claims.

This session will cover:

• How to assess whether an employee qualifies for a remote work accommodation under the ADA or PWFA
• What makes remote work a “reasonable” accommodation—and when employers may lawfully deny it
• Key lessons from recent court rulings and EEOC-initiated litigation
• How prior remote or hybrid work arrangements may impact current accommodation requests
• Best practices for conducting and documenting the interactive process in a defensible manner

Whether you’re HR, legal counsel, or a compliance professional, this session will help you better understand your risks when responding to accommodation requests in our new normal.

Credits: 1.0 CA CLE; 1.0 NJ CLE; 1.0 NY CLE; 1.0 PA CLE; 1.0 HRCI; 1.0 SHRM (Other states may be available for CLE credits upon request)