Enterprise HealthADAAmericans with Disabilities Act
The civil-rights law that prohibits disability discrimination and restricts employer medical examinations and inquiries.
Key facts
- Civil-rights law prohibiting disability discrimination in employment.
- Limits medical exams to defined points (e.g., post-offer, fitness-for-duty).
- Requires confidential, separately stored medical records and reasonable accommodation.
What it means
The ADA limits when employers can require medical examinations — post-offer and fitness-for-duty exams are permitted within defined rules — and requires that medical information be kept confidential and stored separately from personnel files. It also obligates employers to provide reasonable accommodations, which makes return-to-work and job-demands documentation important occupational-health functions.
Frequently asked
When can an employer require a medical exam under the ADA?
Generally only at defined points — such as post-offer (before starting) or for a job-related fitness-for-duty reason supported by business necessity. Pre-offer medical inquiries are prohibited.
How must ADA medical records be stored?
Confidentially and separately from regular personnel files, with access limited to those who need it. Occupational-health systems enforce that separation through role-based access controls.
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