How to Request Assistive Technology as a Workplace Accommodation in NJ

You know exactly what you need to do your job well… but the tools are not keeping up. Maybe you are straining to read small text on a screen, missing parts of meetings because you cannot hear, or fighting a small mouse and keyboard that your hands simply will not tolerate anymore.

In many workplaces, the missing piece is assistive technology: tools and devices that bridge the gap between your limitations and the demands of the job. When it’s reasonably available and would allow you to perform your essential duties, it may be an adjustment your employer is required by law to provide.

This post walks through the basics of assistive tech at work, explains how state and federal laws overlap, why the common excuses won’t hold up in court, and when it might be time to consult a disability discrimination lawyer in New Jersey to help you to ask for what you need.

New Jersey Laws Protecting Your Right to Assistive Technology As Accommodations

The New Jersey Law Against Discrimination (NJLAD) is the state’s core civil rights law. It prohibits discrimination in employment because of disability and requires employers to provide reasonable accommodations, unless doing so would cause undue hardship. 

New Jersey’s regulations make this explicit, and employers must:

• Give people equal consideration for hiring, promotion, training, assignment, and other aspects of employment.
• Make a necessary adjustment to the limitations of an employee or applicant with a disability, unless it would impose an undue hardship on the operation of the business.

The regulation specifically lists the “acquisition or modification of equipment or devices” as an example: a direct reference that covers many forms of assistive technology. 

Generally, NJLAD is broader and more protective than the ADA. It applies to employers with as few as one employee and does not require the strict “substantial limitation of a major life activity” test found in older federal law. 

At the federal level, Title I of the Americans With Disabilities Act (ADA) requires covered employers to provide reasonable accommodations to qualified individuals. Federal guidance defines the term as a modification or adjustment to a job, the work environment, or the usual way things are done so that any person is able to:

• Apply for a job
• Perform the essential functions of the position
• Enjoy equal benefits and privileges of employment

The EEOC’s enforcement guidance and more recent materials on visual and hearing disabilities recognize technology such as screen readers, text-to-speech software, captioning, video relay services, and other adaptive equipment, as common forms of workplace modification.

Often NJLAD and the ADA work together to protect employees — but the state laws often provide broader rights and stronger safeguards than federal. If you’re unsure how these protections apply to your situation, speaking with a disability discrimination attorney in New Jersey can help you understand your options.

What Counts as Accommodation Through Assistive Technology Under NJ Law?

According to the U.S. Bureau of Labor Statistics, the employment gap remains striking: in 2024, only 22.7% of people with disabilities were employed, compared with 65.5% of those without disabilities. Numbers like these highlight why effective compromise matters — and why assistive technology plays such a critical role in closing that gap.

When people hear the term “assistive technology,” they often think of screen readers or wheelchairs. While those are important examples, the category is far broader and includes tools designed to help employees with a wide range of visible and invisible conditions.

In the workplace, it may include:

• Hardware, such as ergonomic keyboards, vertical mice, adjustable desks, or specialized seating that reduces strain or pain.
• Software, including text-to-speech programs for employees with dyslexia or low vision, voice-recognition tools for those who have difficulty typing, or screen-magnification programs.
• Devices, like noise-canceling headphones for employees with ADHD or sensory processing disorders who need to reduce distractions.
• Alternative input tools, such as trackballs, joysticks, or foot pedals for workers who cannot use a standard keyboard or mouse.
• Cognitive supports, including memory aids or organizational software designed for employees with cognitive disabilities or executive-function challenges.

Across all industries (and particularly in the tech sector, where digital tools are central to daily work), these compromises bridge the gap between a worker’s abilities and the demands of their role, ensuring equal access to opportunity and performance.

Preparing And Requesting Assistive Technology as Accommodation For NJ Workplaces

Before approaching your employer, it is helpful to do some preparation. The interactive process works best when you can clearly express what part of your job has become difficult due to your disability. Think about the tasks that pose challenges: Are you struggling to type for long periods? Read documents on your screen? Participate in meetings? Maintain focus in a noisy environment?

Once you’ve identified the barrier, begin exploring potential assistive technology solutions. You do not need to be an expert: even a general understanding of what might help can make the process smoother. Someone with carpal tunnel syndrome might research ergonomic or split keyboards; someone with dyslexia may look into text-to-speech programs.

This research is not about self-diagnosing or replacing medical advice. Instead, it positions you as a proactive, prepared employee who is ready to engage in a constructive discussion with your employer. Taking these steps is also important because retaliation, such as being demoted or fired for requesting an accommodation, is illegal under both NJLAD and the ADA. 

According to the EEOC’s 2022 annual report, the majority of disability-related complaints stemmed from employees being fired because of their condition(66.7%), followed closely by employers refusing to provide needed adjustments (55.6%). Preparing in advance strengthens your position and ensures you have a clear record of your efforts if your employer fails to engage in the process lawfully.

An employer may ask for limited medical documentation to support your request. This is routine and permitted under the law — but the request must be reasonable, not intrusive. Employers cannot turn this step into a demand for broad disclosures or unnecessary medical exams.

The documentation should confirm that:

• You have a disability within the meaning of the law;
• The condition creates a functional limitation; and
• The limitation is connected to your need for the requested technology.

Nothing more is required. Your employer is not entitled to your full medical records, detailed diagnostic information, or unrelated health history.

Often, a brief letter from a doctor or qualified medical provider is enough. You can work with your doctor to ensure the letter addresses the legal requirements while protecting your privacy. The purpose is simply to validate the request, not to open your medical file.

When an Employer Pushes Back: Undue Hardship and Bad Faith

Most employers participate in the interactive process honestly, but some may resist. They may argue that the required tech  is too costly, inconvenient, or disruptive. 

Both the ADA and NJLAD allow an employer to deny an accommodation that would create undue hardship, but that standard is higher than simple inconvenience or preference. 

Undue hardship is a high threshold. It is not enough for an accommodation to be expensive or unfamiliar. New Jersey regulations say that when evaluating undue hardship, employers should look at:

• The size of the business and its budget
• The nature of its operations
• The cost of the accommodation
• Whether tax credits or outside funding can offset the cost

A large corporation with substantial resources will struggle to prove that a software program is an undue burden, while a very small business might be evaluated differently.

Employers cannot simply assert undue hardship: they must provide evidence. They must show that the cost or difficulty of the accommodation would fundamentally alter the nature of their business. They are also expected to explore if outside funding, tax credits, or vocational rehabilitation programs could help offset the expense.

Bad-faith conduct can take many forms. Some employers drag out the process for weeks, demand unnecessary medical information, or propose a substitute accommodation that does little to address the employee’s actual limitations. When these patterns begin to emerge, it may be a sign that your employer is not engaging in the process legally — and it may be time to seek advice from legal counsel.

The Human Impact: Why Getting Assistive Technology Accommodation Matters Beyond the NJ Law

As important as the legal protections are, requesting assistive technology is ultimately about dignity, independence, and the ability to thrive at work. The right tool can transform your day-to-day experience. It may mean the difference between ending the day in pain and completing your tasks comfortably. 

It can restore confidence, reduce frustration, and allow you to focus on your actual responsibilities instead of the barriers. These accommodations help level the playing field in a workplace where disability discrimination, from denied opportunities to unequal benefits like holiday pay, remains far too common.

For employers, providing effective accommodations is not only a legal obligation; it is an investment in their workforce. When employees receive the tools they need to succeed, their productivity rises, engagement improves, and loyalty deepens. It sends a message that the company values inclusion and recognizes that talent comes in many forms.

This is the core purpose behind both NJLAD and the ADA: removing unnecessary obstacles so employees can perform their jobs on equal footing, and ensuring that success is determined by effort and ability.

Empowering Yourself With the Tools You Need

You have the right to be evaluated on your abilities and contributions, not on the limitations imposed by your disability. By engaging in the process, you’re not only securing the support you need; you’re also helping foster a more inclusive and equitable workplace for others. 

Getting the right tech at work can make the difference between struggling and thriving — and New Jersey law gives you the right to ask for it. 

If you’re unsure how to start the process, we can help: reach out for guidance.