You just got a letter that says your employer will "consider a reasonable accommodation" after your injury, pregnancy-related limitation, or medical condition changed what you can safely do at work. That means a practical change to the job, workplace, schedule, or hiring process that helps a qualified worker do the essential parts of the job without putting health or safety at risk. Common examples include modified duties, extra breaks, a stool instead of constant standing, schedule changes for treatment, reassignment to a vacant position, or equipment that makes lifting or repetitive motion safer.

This matters fast because delays, vague paperwork, and silence can cost you a job. A reasonable accommodation is not whatever the employer prefers, and it is not unlimited. The law usually requires an interactive process: both sides exchange information and look for a workable fix. An employer can deny a request only if it creates an undue hardship or removes an essential job function.

For an injury or discrimination claim, the paper trail can make or break the case. Save the letter, medical notes, job description, texts, and attendance records. In New Mexico, accommodation disputes may involve the Americans with Disabilities Act and the New Mexico Human Rights Act. A charge often must be filed quickly - generally within 300 days through the EEOC or the New Mexico Human Rights Bureau - so waiting can mean losing your claim.