Workplace Accommodation
Reasonable Accommodation Software for HR and Compliance
Document the interactive process for medical, religious, and workplace accommodation requests all the way from initial request to resolution. Maintain compliance with ADA and workplace accommodation requirements.
Connects easily to your core HR system.
- Case tracking from initial request to closure
- Automated Renewal and Expiration Alerts
- Restriction & Job Eligibility Tracking
- Audit-Ready Compliance Documentation
Job Accommodation Cases Become Difficult to Manage as They Grow
One Connected Record for Every Job Accommodation Decision
Restrictions and job requirements show up with every accommodation request
All three exist in one system.
Conflicts are visible before a workplace accommodation gets approved. Managers can see if an employee is eligible for a role without cross-checking three systems.One shared record and case regardless of who files it
Workforce and HR use the same intake.
Documentation is consistent from case to case.
There’s no duplicate or conflicting records for the same employee.
Accommodations get reviewed automatically
Alerts notify when accommodations are coming up for renewal or expiration.
No active cases once an accommodation fails to renew or expires.
Cases always get updated or closed on time.
Accommodation history connects to the employee’s full records
Workplace accommodations are explicitly linked to disability claims and incident cases.
Built-in capability for reporting accommodation types, timelines, and outcomes.
Compliance and audit requirements are easily met.
Our Workplace Accommodation Software Capabilities
Restriction and RTW Coordination
When a request is received, the case is assigned to the right stakeholder to manage restrictions, accommodations, modified duties, and return-to-work plans in one process.
Full Scope Accommodation Tracking
Medical, religious, ergonomic, and telework accommodations are tracked in one system.
The process starts from the candidate stage to return-to-work plan.
Automated Renewal and Expiration Alerts
Set a review or expiration date when an accommodation is approved.
The case owner is notified automatically as the date draws closer.
Employee Self-Service Portal
Employees can submit and track their accommodation requests directly.
So can candidates during the hiring process (depends on organization).
Role-Based Access and Secure E-Signatures
Accommodation status and medical documentation aren’t visible to everyone.
Permissions and e-signatures determine who sees what.
What our clients say about us
One Case, Four Systems, One Employee
An employee gets hurt lifting equipment on their shift.
Occupational health confirms the restriction and says: no lifting more than 20 lbs for 8 weeks.
However, recovery drags on, so the employee goes on FMLA to finish treatment.
After getting return-to-work clearance, the physical restriction must now become:
An active accommodation, a modified duty, a lifting aid, a temporary reassignment.
By now, the case has passed through: incident, occupational health, and FMLA.
Whoever approves the return must reconstruct weeks of medical detail with no shared history.
In Sodales platform, incident, occupational health, FMLA, and job accommodation all reference the same case.
Nothing is re-entered months later.
Accommodation inherits restrictions from FMLA, incident, OHS cases
Return-to-work restrictions automatically carry into job accommodations
Labor relations has full context if a request becomes a grievance
Complaints tied to a disability remain connected to the case
Integrate with the systems you already use
Connect to leading HRIS and HCM platforms like SAP SuccessFactors, Workday, Dayforce, Oracle, and UKG.
Go live in weeks with an AI-powered platform built for fast implementation. Hosted on secure SAP data centers to protect your data and keep everything in sync.
What Does Workplace Accommodation Software Connect to?
Restrictions logged during a disability claim feed directly into accommodation eligibility.
Occupational health assessments are often where the restriction driving an accommodation request originates.
A denied or unresolved accommodations often triggers into a formal grievance, especially in unionized environments.
Restricted duty from a workplace incident connects to the same accommodation case history.
Complaints tied to a disability or an unmet accommodation stay linked to the same case without being filed as an unrelated incident.
FAQs
How can HR track and manage accommodation effectiveness?
Each accommodation case has a review date, so HR gets to check if the accommodation still meet’s the employee’s needs instead of letting it run indefinitely.
If the employee’s restrictions or job duties have chanced, the review ensures HR can either adjust or close the case.
Are there tools for tracking compliance in staff accommodation?
Yes. Each accommodation case is linked to relevant compliance requirements at intake.
This gives HR a defensible record and eliminates a need to manually cross-reference regulations.
What tools support collaborative workflows in accommodation cases?
Each case starts with a specific accommodation type like work environment alteration or ergonomic equipment request.
HR can then assign follow-up tasks with a due date, add the responsible person, specific instructions like confirming health restrictions before return-to-work, and clear ownership.
HR, Safety, Medical, Legal, and Labor Relations teams can work on the same case as it evolves.
How do I handle ADA accommodations in my HR system?
Each request is logged under a specific accommodation type, such as alteration to the work environment or ergonomic equipment, which is necessary for documenting what was requested and approved.
Compliance requirements are attached at intake, and if a request is denied or contested, you can rely on the dispute resolution process within the case.
Can we capture restrictions and limitations?
Yes, restrictions and limitations are logged as their own record on the case and get checked against the role’s requirements automatically.
If someone has a lifting limitation of 20 lbs and their role requires them to lift up to 40 bs, the conflict is visible each time the accommodation is reviewed.
You can also create modified duties and return-to-work plans.
Can we restrict access so only authorized users can view protected information?
Yes, role-based access and e-signatures control who sees what on a case.
Accommodation status can be visible to a manager, but the medical documentation will remain restricted to whoever is authorized to see it.
What type of accommodations can the system track?
The system can track medical, religious, ergonomic, and telework accommodations as separate types at intake.
Purpose-built for highly-regulated industries
Make faster, more informed decisions with industry-specific content based on unique industry regulations and expertise. Consistent, standardized processes promote well-being and engagement– and ensure you’re always on the right side of compliance. When you put people at the heart of your business – you can support, protect and empower them in even the most challenging work environment.
Stop Managing Your Accommodation Cases in Different Systems
Track accommodation requests, work restrictions, approvals, renewals, and supporting documentation in one platform that supports a connected record.
