The Federal Employee Survival Blog

Your go-to resource for navigating job uncertainty, protecting your rights, and staying ahead of federal workplace changes. Get the latest insights on policy shifts, legal updates, discipline defense, EEO protections, and career-saving strategies—so you’re always prepared, never blindsided.

📌 Stay informed. Stay protected. Stay in control.

Telework as a Disability Accommodation: What Feds Must Know

disability discrimination eeoc guidance federal employment rehabilitation act telework accommodation Feb 12, 2026

The EEOC and OPM recently issued new “guidance” on telework as a disability accommodation. On its face, it appears technical. In practice, it is likely to shape how supervisors respond to accommodation requests across the federal government.

Here is the first critical point: this document is not binding law. It is technical assistance written to agencies. It even acknowledges that courts may not defer to it. The controlling authority remains the Rehabilitation Act, federal regulations, and case law. If your agency treats this memo as if Congress changed the statute, that is a legal red flag.

For GS-9 and above employees navigating return-to-office pressure, understanding that distinction is essential. Guidance can influence behavior. It does not override your statutory rights.

“In-Person Is Essential” — A Dangerous Shortcut

One troubling feature of the guidance is its normalization of the idea that in-person attendance is essential “for most jobs.” That framing reverses the legal analysis.

Under the Rehabilitation Act, agencies must conduct an individualized assessment of your specific position and its actual essential functions. Broad generalizations do not satisfy that requirement. If your role was successfully performed remotely for months or years, that performance history is powerful evidence. Agencies cannot erase documented success by pointing to a new memo.

When challenging a denial, the practical takeaway is this: build a factual record. Preserve performance evaluations, productivity metrics, and written confirmation that your duties were effectively performed while teleworking. Evidence matters more than rhetoric.

Telework Is Not “Generosity” — It’s a Legal Obligation

The guidance also reads as if telework accommodations were discretionary perks agencies can withdraw at will. That is not how reasonable accommodation works.

If telework has been approved as an accommodation and has proven effective, that history is legally significant. The interactive process is not a reset button triggered by shifting leadership priorities. An agency that seeks to rescind a working accommodation must still show why the arrangement no longer enables essential functions or now creates undue hardship.

Employees should approach any proposed change calmly but strategically: request the agency’s explanation in writing, ask for the specific essential functions allegedly affected, and document your response. Mindful preparation reduces reactive decisions that can complicate later appeals.

A Discipline-First Tone That Chills Requests

Perhaps most concerning is the document’s focus on AWOL, investigations, and discipline scenarios. Requesting a reasonable accommodation is protected activity. Guidance that emphasizes punishment risks discouraging employees from asserting rights Congress explicitly granted.

That does not mean ignoring orders to report in person. Discipline is possible if you refuse a direct order. It does mean separating immediate compliance decisions from long-term legal strategy. Many strong cases are built by complying under protest while preserving objections through proper channels.

A Mindful, Strategic Path Forward

Return-to-office politics can create fear. The Rehabilitation Act requires something more deliberate: evidence, individualized analysis, and good-faith dialogue.

If agencies begin using nonbinding guidance as a shield to narrow disability rights, that is not a policy debate — it is a legal issue. Federal employees deserve clarity grounded in statute, not shifting administrative posture.

For those seeking deeper, citation-backed analysis on building a telework accommodation record and challenging unlawful denials, additional resources are available through our firm’s educational materials and updates.

Legal Disclaimer: The information provided in this article is for informational purposes only and should not be construed as legal advice. While I am a federal employment attorney, this post does not create an attorney-client relationship. Every situation is unique, and legal outcomes depend on specific facts and circumstances.

THE FEDERAL EMPLOYEE BRIEFING

Your Trusted Guide in Uncertain Times

Stay informed, stay protected. The Federal Employee Briefing delivers expert insights on workforce policies, legal battles, RTO mandates, and union updates—so you’re never caught off guard. With job security, telework, and agency shifts constantly evolving, we provide clear, concise analysis on what’s happening, why it matters, and what you can do next.

📩 Get the latest updates straight to your inbox—because your career depends on it.

You're safe with me. I'll never spam you or sell your contact info.