How to Write an ADA Job Description

Recruiters these days need to realize that writing a job description that complies with the Americans with Disabilities Act (ADA) is not only a legal requirement but is also an opportunity to bring an inclusive culture to the workplace. Yet, many businesses unknowingly write descriptions that may discourage or exclude qualified individuals with disabilities. Either take ADA and job descriptions seriously or face legal risks and miss out on the talent you actually need.

The good part? Writing an ADA job description isn’t hard. Use inclusive language. Be clear about what the job actually involves and add a simple accommodation statement. That’s it. A few smart tweaks—and you’ve got a job description that’s compliant, welcoming, and built to attract a diverse, qualified talent pool.

What is the ADA and Why It Applies to Job Descriptions?

Source: Ameri Disability

A federal civil rights law implemented in 1990 stated that there shouldn’t be discrimination against individuals with disabilities in all areas of public life, including employment. This is what the ADA actually means. ADA is short for Americans with Disabilities Act, requiring employers to provide equal opportunity in the job application process, hiring, advancement, and employment terms and conditions.

This is where ADA and job descriptions come into play. A clear, compliant job description helps define the key functions of a role, which can be used to determine whether reasonable accommodations can be made. As stated by the U.S. Equal Employment Opportunity Commission, or in short EEOC, a well-written job description serves as evidence in disputes over reasonable accommodations or claims of discrimination.

Key Components of an ADA Job Description

Let’s take look at the key components that make an effective ADA job description so that you can get started right away. 

Job Title and Summary

Provide a clear, concise overview of the role.

Essential Job Functions

These are the fundamental duties the employee must be able to perform—with or without reasonable accommodations.

Required Skills and Qualifications

Only include what’s truly necessary to succeed in the role. Cut the things you don’t require from this section; they can go elsewhere. Too many “requirements” can unintentionally exclude great candidates.

Physical and Mental Requirements

Be transparent about what the job physically and mentally entails.

Work Environment

Describe the typical working conditions, including noise levels, location, travel expectations, and accessibility at the workplace for disabled individuals. 

Reasonable Accommodation Statement

Let candidates know you’re open to providing accommodations.

When focusing on roles related to compliance, it is important to define, for instance, an ADA coordinator job description that outlines responsibilities like making sure of policy compliance, managing accommodation requests, and helping employees and management stay on the same page.

Writing Physical and Mental Requirements Clearly

The mistake most companies make is to skip or rush this part. Physical requirements is more than just a legal part for ADA compliance. It’s also a key part of creating a fair, inclusive hiring process.

Here’s how to get it right:

Instead of vague lines like “must be able to lift heavy boxes,” be specific: “Must be able to lift up to 25 pounds occasionally.”

This kind of detail makes your expectations clear without shutting out great candidates. When writing a job description with physical requirements, keep two things in mind: only include tasks essential to the role and use clear, neutral, and measurable language. That way, candidates can self-assess honestly and request accommodations if needed.

Using Inclusive and Neutral Language in Your ADA Job Description

If your ADA job description isn’t written with inclusive, neutral language, you’re losing great candidates before they even apply. And the numbers prove it: According to Global Insights, job posts that use gender-neutral terms get 42% more responses than those with gendered language.

Be unbiased and keep your talent pool wide open. Let’s see how:

Skip Gender-Specific Words

Do not use aggressive, dominant, or other aggressive words. Instead, use motivated, collaborative, or team-oriented words.

Inclusive = more applicants.

Avoid Age Bias

Phrases like recent graduates hint at a preference for younger candidates. Keep it focused on skills and experience, not age.

Be Disability-Aware in Your Wording

Don’t write “must be able to walk.” Instead, write: “must be able to travel between office locations.”

Small change. Big message: You’re welcome here—mobility aids and all.

The words you choose in a job post say a lot. Get them right, and you don’t just stay ADA-compliant—you show every candidate that they belong.

Adding a Reasonable Accommodation Statement to Your ADA Job Description

If your ADA job description doesn’t include a reasonable accommodation statement, you’re missing a big opportunity and putting yourself at legal risk.

This one line tells candidates affirmations like you get it, you’re inclusive, etc. Here are some simple examples:

This isn’t just about legal checkboxes. It’s about creating a workplace where people feel like they mean something and are making a significant change happen by showing up to work and being accepted just the way they are.

Tips for Employers and HR Professionals on Crafting an Effective ADA Job Description

Writing an ADA job description takes more than a copy-paste from HR templates. Here’s how to do it right:

Work and Collab Across Departments

To get a real job description, you need to stop guessing and sit with the right people, like managers, teammates, and those doing the work.

Highlight Inclusive Benefits

Do you have remote work options? Flexible hours? Call them out because these benefits matter, especially to candidates with disabilities or caregiving responsibilities.

Regularly Update Job Descriptions

Roles evolve, and so should their descriptions. Regular reviews ensure they remain accurate and inclusive.​

Seek Feedback

Before finalizing, have multiple stakeholders review the job description to catch any unintentional biases or unclear language.​

Conclusion

Remember, writing an ADA job description does not mean checking a legal box, and it’s done. It’s an effort toward building an inclusive workplace. When you use neutral, inclusive language, clearly outline physical and mental requirements and add a simple, clear accommodation statement. It opens your doors to more talent, it builds trust, and it also shows that your company walks the talk on inclusion.