“We’ll Try” Is Not ADA Compliance: How Employers Stall Accommodation Requests
- Anne Marie the AntiHR Lady
- 2 hours ago
- 6 min read
Let’s get into something that doesn’t get talked about enough — delay is one of the most common forms of ADA non-compliance.
And the problem? It’s subtle.
Employers don’t always say “no.”They say things like:
“We’ll try to work on that.”
“Let’s revisit this next quarter.”
“We’re still evaluating options.”
“We need more time.”
And while that may sound reasonable on the surface…In practice, it often functions as a denial.
Delay Tactics = Denial Under the ADA
Under the Americans with Disabilities Act, employers are required to engage in a timely, good faith interactive process when an employee requests a reasonable accommodation.
That means:
They are not supposed to ignore you
They are not supposed todrag it out indefinitely
They are not supposed to stall while expecting you to continue working under the same harmful conditions
Because let’s be clear:
👉 If you need an accommodation to do your job safely and effectively…👉 And your employer delays providing it…
That delay is causing harm. And in many cases, that harm is legally actionable.
What Stalling Looks Like in Real Life
Here’s how this shows up in the workplace:
1. Endless “Follow-Ups” With No Resolution
You keep emailing.They keep responding.
But nothing actually changes.
2. Requests for Repeated Documentation
They ask for doctor’s notes.Then more clarification.Then another form.
👉 This can be legitimate… or it can be a tactic to wear you down.
3. “Temporary” Solutions That Become Permanent
They offer something informal:
“Let’s just do this for now”
“We’ll revisit later”
And then… they never revisit it.
4. Silence
No response. No update. No timeline.
Just… nothing.
👉 Silence is not neutral. Silence is a strategy.
Why Employers Do This
Because delay protects the company.
If they deny you outright, you have a clear claim.
But if they keep things vague?
There’s no formal “no”
There’s no clear violation on paper
They can argue they were “working on it”
👉 That ambiguity is intentional.
Before You Go to HR — Pause
One of the biggest mistakes employees make is going to HR too early and without a strategy.
Once you speak:
The clock starts
The narrative begins forming
Your leverage starts to shift
That’s why you need to be prepared.
👉 Download my free resource:“Before You Go to HR: A Reality Check for Employees in
Hostile Workplaces”
This will help you understand what you’re walking into before you make your next move.
How to Respond to ADA Delay Tactics (Strategically)
This is where most people get it wrong.
They respond emotionally.They get frustrated.They send long, reactive emails.
👉 And that hurts your leverage.
Instead, you need to respond in a way that:
Documents the delay
Reinforces your need
Creates accountability
How to Write Emails That Protect You Instead of Exposing You
Let’s talk about language, tone, and leverage.
Because every email you send is either:
✔️ Building your case❌ Or weakening it
1. State the Timeline Clearly
You are documenting how long this has been going on.
Example:
“I submitted my accommodation request on March 3 and am following up as I have not yet received a formal response or implementation timeline.”
👉 This matters.Time is evidence.
2. Reaffirm the Impact (Without Emotion)
Keep it factual — not dramatic.
Example:
“Without this accommodation, I am continuing to experience difficulty performing essential functions of my role.”
👉 You are connecting the delay to real workplace impact.
3. Ask for Specific Next Steps
No open-ended conversations.
Example:
“Please provide a timeline for next steps and anticipated implementation.”
👉 Force clarity.
4. Close the Loop Professionally
Stay calm. Stay controlled.
Example:
“Thank you for your attention to this matter. I look forward to your response.”
👉 You are not begging.You are documenting.
What NOT to Do
Let’s be very clear:
🚫 Don’t send emotional emails
🚫 Don’t threaten legal action too early
🚫 Don’t over-explain or overshare medical details
🚫 Don’t assume HR is “on your side”
Every one of those things reduces your leverage.
This Is Bigger Than One Email
This isn’t just about getting an accommodation.
This is about:
Building a paper trail
Establishing a pattern
Positioning yourself for leverage
Because in many cases…
👉 The goal is not just compliance
👉 The goal is a strategic exit with severance if needed
And if you are starting to realize that your workplace is not simply “confused” but is actively stalling, undermining, or managing you toward damage, then you need more than awareness. You need a strategy.
The AntiHR Exit Strategy System is for employees who need to understand how to recognize when the workplace has crossed the line, how to document in a way that creates leverage, how to communicate without weakening their position, and how to move toward a negotiated exit instead of an impulsive resignation.
Because sometimes the issue is not just getting the accommodation. Sometimes the issue is recognizing that the employer’s response to your accommodation request is part of a larger pattern that tells you exactly what kind of environment you are in.
That is when strategy matters most.
👉 Learn more HERE
Do Not Wait Until Things Get Worse to Start Documenting
If your employer is stalling your accommodation request, giving vague answers, or dragging out the process, you need documentation that is organized, specific, and usable.
That is where the AntiHR Documentation Journal comes in.
This is not just a notebook. It is a tool designed to help you track incidents, preserve timelines, document patterns, and capture what is happening while it is still fresh. Too many employees wait until the situation becomes unbearable and then try to recreate months of events from memory. That puts you at a disadvantage.
The Documentation Journal helps you create the paper trail you may later need for HR, an internal complaint, a negotiation, or simply to protect yourself from being gaslit about what happened and when.
If you are dealing with ADA delays, retaliation, shifting expectations, or workplace hostility, you should already be documenting.
Know Your Rights Before Your Employer Rewrites the Story
Documentation by itself is not enough if you do not understand the bigger picture of what your employer is doing.
That is why I also created the Roadmap to Understanding Your Workplace Rights.
A lot of employees know something is wrong, but they do not know how to name it, how to assess it, or how to respond strategically. The Roadmap helps you better understand the landscape you are dealing with so you can make smarter decisions about timing, communication, and next steps.
If your employer keeps saying “we’re working on it” while your condition remains unsupported, this is exactly the kind of situation where understanding your rights matters. You need to know when a delay is just a process issue — and when it is becoming part of a larger pattern of harm.
This is why I tell people all the time: do not just react. Learn what is happening, document it properly, and move with strategy.
Join the AntiHR Membership Community
And let me be clear: the AntiHR Membership Community is not just some passive add-on.
It is a place for people who want ongoing support while they are navigating real workplace problems in real time.
Inside the community, members get access to conversations about HR issues as they unfold, space to ask questions, practical insight about how workplace systems actually work, and resources that help them respond more strategically. It is also where I continue the kinds of conversations that cannot always fit into a single blog post or video.
If you are dealing with ADA issues, retaliation, performance management games, documentation concerns, or that sick feeling that something at work is shifting against you, the Membership Community gives you a place to stay connected to tools, resources, and deeper guidance.
Inside, we talk about situations like this in real time — because these issues don’t happen in a vacuum.
Final Thought
If your employer keeps saying “we’ll try”…
Pay attention. Because what they may really be saying is:
👉 “We’re hoping you’ll stop asking.”
And that’s exactly why you don’t.
For more tips about navigating and escaping difficult HR situations:
Book a Discovery Call Here
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HR is not your enemy, but they are definitely not your friend.
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