Accessible Parking as an Employment Accommodation

Accessible parking is frequently requested as a reasonable accommodation in the workplace. The Americans with Disabilities Act (ADA) protects the right of employees with disabilities to request an accessible parking space at work as a reasonable accommodation under Title I of the ADA.

This guide explains how the ADA applies to parking in the employment setting. We discuss how employers and employees can navigate the accommodation process and provide answers to common questions about accessible parking.

Note: For information about reasonable accommodation in the workplace, see our Reasonable Accommodations in the Workplace guide. For more information about accessible parking in general, see our Accessible Parking for People with Disabilities guide.

Last Updated: 12/10/2025

What is a reasonable accommodation?

A reasonable accommodation is any modification or adjustment to the work environment or policies that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.

Accessible, reserved parking may be a form of reasonable accommodation.

What kind of information can an employer request when verifying a need for accessible parking as an accommodation?

If the employee’s disability or the need for an accommodation is not obvious, the employer may ask for reasonable medical documentation from an appropriate licensed professional that establishes the link between the disability and requested accommodation, not an employee’s full medical records. If an employee’s disability or need for an accommodation is obvious, an employer may not ask for medical documentation.

Any medical information must be kept confidential and stored separately from personnel files.

Does an employer have to provide an accessible parking space as a reasonable accommodation?

It depends. If parking is offered as a benefit of employment, such as an employee parking lot, reserved spaces, or on-site parking for some staff, employees with disabilities should have equal access to that benefit. However, if parking is not provided to employees as a benefit of employment, it is not clear whether an employer would need to provide parking as a reasonable accommodation. In an informal guidance letter, the EEOC (1997) outlined different arguments for whether an employer would be required to provide accessible parking as an accommodation when the employer does not generally provide employee parking. You can view the EEOC letter at JAN’s resource:

Like all accommodations, parking as an accommodation must be addressed through an interactive process. The employer and employee should work together to understand the disability-related needs and identify effective solutions. Employees can suggest specific accommodations, and employers must consider those requests. The employer has the final decision about which effective accommodation to provide.

What is the difference between ADA public parking requirements and employee accommodation parking?

The main difference is that ADA public parking requirements are based on a facility’s obligation to provide a set number of accessible parking spaces for the public or customers, while employee accommodation parking is determined through a case-by-case interactive process as a reasonable accommodation for a specific employee with a disability.

Public ADA-compliant parking spaces must meet specific technical requirements (number of spaces, location, signage, and dimensions) established by the ADA Standards for Accessible Design. These spaces are available on a first-come, first-served basis and are not reserved for specific individuals.

In contrast, employee accommodation parking may include a reserved or modified space, closer location, or other adjustments based on the employee’s disability-related needs, as determined through the reasonable accommodation process. This is not standardized by a fixed numerical formula, but by what is considered

Does an employee need to have a disability-related license plate or placard to request parking as an accommodation?

Not necessarily. While most employees who request parking accommodations may have a disability-related license plate or placard, having one is not a requirement to request or receive a parking accommodation under the ADA.

Even without a placard, an employee may still request a parking space closer to the entrance (for example, a reserved or designated employee space) as a reasonable accommodation. The employer should evaluate the request through the interactive accommodation process to determine an appropriate and reasonable option.

If an employer does not own or control the parking lot for employees, do they need to provide accessible parking to employees?

An employer’s responsibility under the ADA does not disappear because the parking is controlled by a third party. If parking is provided as a benefit of employment, the employer still has an obligation to ensure that a qualified employee with a disability has equal access to that benefit. This often means the employer must work with the parking lot owner or third-party operator to identify and implement an appropriate solution.

What if the employer provides parking for customers but not for employees?

Customer parking typically does not count as a benefit of employment. If no employee parking is provided, the employer is not automatically required to offer parking as a reasonable accommodation. However, parking might still be a reasonable accommodation if a disability makes accessing the worksite difficult and providing parking would not create an undue hardship for the employer. Employers should explore whether providing an accessible or designated space, making arrangements with nearby lots, relocating the worksite, adjusting schedules, or allowing telework could effectively meet the employee’s needs.

What if multiple employees request accessible parking accommodations?

It is possible for an employer to receive multiple requests for parking-related accommodations. Each request should be evaluated individually through the interactive process to determine whether the employee has a disability under the ADA and what reasonable accommodation would be effective.

If the number of employees requesting accommodations exceeds the number of available parking spaces and providing additional accessible spaces would create an undue hardship, employers should explore alternative effective accommodations. These may include reassigning parking spaces, adjusting work schedules, relocating the employee’s workspace, or considering telework options when appropriate.

Is parking as a reasonable accommodation free?

Not necessarily. The ADA generally requires equal access to the benefits and privileges of employment. If all employees typically pay for parking, an employee with a disability may also be required to pay the same rate. The accommodation is the access to reserved or accessible parking, not the cost waiver. However, if the employer provides free parking for all employees, then parking provided as a reasonable accommodation should also be free.

Additional Resources for information on accessible parking as an employment accommodation

• Review of Accessible Parking and the Workplace (ADA National Network)
• A to Z: Parking (Job Accommodation Network)

If you have additional questions about parking as a reasonable accommodation in the workplace, please contact us at 1-800-949-4232 or email us at nwadactr@uw.edu.

This information is not legal advice. It provides a general introduction to the ADA. This may simplify some technical legal details.