As organizations continue to navigate return-to-office strategies in 2026, one issue remains hard to navigate—and even harder to get right: remote work as a reasonable accommodation.

For some employers, what was once a temporary solution to address operational challenges during the pandemic continues to be a central part of the conversation around disability, pregnancy-related conditions, and workplace flexibility.

The challenge isn’t just understanding the law—it’s applying it in real time.

When is remote work truly required? 
When is remote work an undue hardship? 
Do prior fully remote or hybrid arrangements change the analysis?

With recent EEOC/OPM guidance, evolving case law, and expanded protections under the Pregnant Workers Fairness Act, employers are facing more fact-specific and higher-risk decisions than ever.

We’ll be taking a closer look at these issues in our upcoming DMi session, Remote Work Requests in 2026: ADA, PWFA, and the Evolving Legal Landscape —focusing on practical approaches for employers to use in navigating these decisions.