ADA accommodation request tracker
Track accommodation requests and good-faith interactive process logs. Features an interactive ADA timeline calculator to generate compliance milestones.
Built for U.S. employers and small-business HR teams.
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Key takeaways
- Request details
- Documents
- Interactive process
- Decision notes
Who this tracker is for
This tracker is for HR teams that need a simple, repeatable structure for accommodation requests before or while moving to a more complete case workflow.
What fields to include
Use these fields to create a consistent accommodation case record.
Download ADA Accommodation Tracker Template
Download our free ADA accommodation tracker template (Excel format) to log reasonable accommodations, track good-faith interactive dialogues, and manage compliance dates.
| Employee | Request Date | Disability | Status | Action |
|---|---|---|---|---|
Try Our Interactive ADA Interactive Process Timeline Calculator
Select the request received date to generate key compliance milestones instantly below.
How to use a template without overrelying on it
A template helps most when you need a repeatable starting structure, but it is still only one part of the workflow. The real work usually includes follow-up tasks, status changes, supporting documents, and communication that should stay connected to the same issue over time.
- Use the template to create consistency across repeated HR work
- Add dates, owners, and supporting notes so the template stays actionable
- Move into a structured case workflow once deadlines, files, or multiple follow-ups start stacking up
What this template page is and is not
This page can help you structure HR workflow documentation, but it should not be treated as legal advice or a promise that one form alone will solve the underlying process. Human review and professional judgment still matter.
AI SoloHR is designed to support case records, tasks, documents, timelines, and reviewed AI drafts inside one workflow. It is not a substitute for legal, medical, benefits, or policy review where those are needed.
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Frequently asked questions
What fields should an accommodation request tracker include?
It should include the request date, employee name, requested accommodation, documents received, interactive process notes, next step, owner, and final communication date.
Is a manual tracker enough for accommodation work?
A manual tracker can help standardize the basics, but many teams eventually need a fuller case workflow to keep notes, files, deadlines, and follow-up history connected.
How does AI SoloHR improve on a tracker?
AI SoloHR adds case timelines, task ownership, document context, and reviewed draft communication so the tracker becomes a working process instead of a static list.
Related Interactive Calculators & Tools
Related Compliance Articles & Guides
ADA Medical Inquiry Form: What Employers Can Legally Ask a Doctor (2026)
Need to verify an employee's ADA accommodation request without overstepping legal boundaries? Learn what your 2026 medical inquiry form can legally ask a doctor to protect your small business.
ADA Accommodation Denial Letter: Legally Defensible Rejection Templates (2026)
Learn when you can legally deny an ADA accommodation request and how to write a compliant rejection letter that protects your small business from costly discrimination claims in 2026.
ADA Good Faith Documentation Risk
Under EEOC guidelines, an untracked email chain or verbal agreement does not prove a 'Good Faith Interactive Process'. If a workplace accommodation is legally challenged, HR must defend the decision with a chronological, objective history of all options explored.
Put this guidance into action
AI SoloHR helps U.S. small-business HR teams turn manual compliance steps into tracked tasks, defensible timelines, secure document records, and reviewed AI drafts.
- 14-day full platform access
- Up to 3 active cases
- Up to 30 employee records
- All 7 U.S. case types unlocked
This resource is intended for U.S. HR operations and educational purposes only, and does not constitute legal advice. Consult a qualified professional or employment attorney regarding your specific federal and state compliance obligations.
