What is the Americans with Disabilities Act (ADA)?

There’s no list of specific conditions the ADA covers. But the law does protect people with ADHD and learning disabilities like dyslexia. This is true even if they’re on medication or getting some other kind of help. They’re protected even if they’re doing fine in school or at work.

The ADA covers a wide range of conditions. For instance, it protects people who use wheelchairs. It also covers people with food allergies, anxiety, depression, HIV, diabetes, and many other conditions. The law makes it illegal to discriminate because of a past disability or condition, too. This is called “a record of impairment.” It even protects a person who others believe has a disability. So, if a teacher thinks of a student as having ADHD, the student could be protected.

Learn about learning disabilities and ADHD.

The ADA protects against discrimination. But it also provides another important right. This is the right to reasonable accommodations.

An accommodation is a change that gives access to a person with a disability. For example, a school may provide an audiobook to a student with low vision, rather than a textbook. Or a child with asthma may be able to remove a mask indoors.

The right to accommodations isn’t absolute. The key word is “reasonable.” That’s going to depend on the specific situation. 

Learn more about accommodations.

The ADA applies to nearly all public and private schools, except for some religious schools. Schools can’t discriminate. And they must offer reasonable accommodations.

Keep in mind that there are other laws that give more rights and protections to students. One is the Individuals with Disabilities Education Act (IDEA), which covers kids from birth through high school. Another is Section 504 of the Rehabilitation Act.

In general, Section 504 and IDEA offer more protections to students in grade school through high school. In college, Section 504 and the ADA give similar protections. Students will always be covered by whichever law offers the greatest protection.

Explore a table comparing the ADA, IDEA, and Section 504.

The ADA applies to businesses with 15 or more employees. Employers can’t discriminate against workers because of a disability. They also can’t ask workers about a disability.

Employees can ask for accommodations at work. For example, a person might need frequent work breaks because of ADHD. It doesn’t happen automatically. Employees must disclose their disability and make the request. In most cases, employers must grant it. But there are times when they don’t have to.

The ADA doesn’t guarantee a job. People with disabilities must still be qualified. And they must have the right skills, experience, and education.

Find out more about ADA rights in the workplace.

Email our Workplace team at workplace@understood.org to explore how our workplace solutions can help you build a stronger, more equitable, more inclusive workplace.

The ADA applies to anyone who offers goods and services to the public. The law says that people with disabilities can’t be segregated or excluded. And they can’t be treated unequally.

The ADA has many specific rules for different categories of goods and services. Here are just a few examples. Restaurants must make some doors and tables accessible. Theaters must provide closed captions and audio description. Shopping malls must have accessible parking, curbs, ramps, and more.

Anyone offering goods and services must also make reasonable accommodations. But that varies by situation. Let’s say a child with ADHD wants to go to a privately owned kids’ camp. Giving a child with ADHD a locker to put medication in might be reasonable. But giving the child their own separate cabin might not be.

Check out an expert’s take on reasonable accommodations for clients of a private camp.