{"id":1983,"date":"2025-04-16T10:44:39","date_gmt":"2025-04-16T10:44:39","guid":{"rendered":"https:\/\/vettio.com\/blog\/?p=1983"},"modified":"2025-08-13T08:29:45","modified_gmt":"2025-08-13T08:29:45","slug":"how-to-write-ada-job-description","status":"publish","type":"post","link":"https:\/\/vettio.com\/blog\/how-to-write-ada-job-description\/","title":{"rendered":"How to Write an ADA Job Description"},"content":{"rendered":"\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"500\" src=\"https:\/\/snabup-prod.s3.amazonaws.com\/blog\/wp-content\/uploads\/2025\/04\/16104046\/How-to-Write-an-ADA-Job-Description.jpg\" alt=\"Illustration of man with disabled individual\" class=\"wp-image-1987\" srcset=\"https:\/\/snabup-prod.s3.amazonaws.com\/blog\/wp-content\/uploads\/2025\/04\/16104046\/How-to-Write-an-ADA-Job-Description.jpg 1000w, https:\/\/snabup-prod.s3.amazonaws.com\/blog\/wp-content\/uploads\/2025\/04\/16104046\/How-to-Write-an-ADA-Job-Description-300x150.jpg 300w, https:\/\/snabup-prod.s3.amazonaws.com\/blog\/wp-content\/uploads\/2025\/04\/16104046\/How-to-Write-an-ADA-Job-Description-768x384.jpg 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\">\n<p class=\"has-large-font-size\"><strong>TL;DR<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ADA bans disability discrimination and requires equal job opportunities.<\/li>\n\n\n\n<li>Clear descriptions define essential duties for accommodation decisions.<\/li>\n\n\n\n<li>State only necessary skills to avoid excluding good candidates.<\/li>\n\n\n\n<li>Specify physical\/mental requirements using neutral, measurable language.<\/li>\n\n\n\n<li>Describe work conditions, including accessibility details.<\/li>\n\n\n\n<li>Use inclusive, bias-free wording to attract more applicants.<\/li>\n\n\n\n<li>Include a reasonable accommodation statement in every job post.<\/li>\n\n\n\n<li>Collaborate with managers and team for accurate role details.<\/li>\n\n\n\n<li>Highlight benefits like flexible hours or remote work.<\/li>\n\n\n\n<li>Review and update descriptions regularly to stay accurate and inclusive.<\/li>\n\n\n\n<li>Get feedback to remove bias and unclear language.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p><a href=\"https:\/\/vettio.com\/blog\/recruiting-tips-for-better-candidates\/\" target=\"_blank\" rel=\"noreferrer noopener\">Recruiters these days need to realize that writing a job description<\/a> 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.<\/p>\n\n\n\n<p>The good part? Writing an<strong> <\/strong>ADA job description isn\u2019t hard. Use inclusive language. Be clear about what the job actually involves and add a simple accommodation statement. That\u2019s it. A few smart tweaks\u2014and you\u2019ve got a job description that\u2019s compliant, welcoming, and built to attract a diverse, qualified talent pool.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What is the ADA and Why It Applies to Job Descriptions?<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXcWtea-3HJOCEHNA8-w_a0VOwnivQmOqPJBGrt7TDydBIWVnAikhAdW1edCjWsCEAwBQsGu-dQKNXxr488bovuVlG297hDptfAQR1NKjTsg_P04DO9p4l11Fd1pMSv2JVMbj5_M?key=M1RXWzB6TSHKAUgZBiPgBmQi\" alt=\"stats of disability employment image\n\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-center\">Source: <a href=\"https:\/\/www.ameridisability.com\/22-5-disability-employment-rate-in-2023\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Ameri Disability<\/a><\/p>\n\n\n\n<p>A federal civil rights law implemented in 1990 stated that there shouldn\u2019t 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<em>,<\/em> requiring employers to provide equal opportunity in the job application process, hiring, advancement, and employment terms and conditions.<\/p>\n\n\n\n<p>This is where ADA and job descriptions come into play. A clear, compliant <a href=\"https:\/\/vettio.com\/blog\/difference-between-job-description-and-job-specification\/\" target=\"_blank\" rel=\"noreferrer noopener\">job description helps define the key functions of a role<\/a>, 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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Key Components of an ADA Job Description<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXdEuPL7Is7G_eF0nkm_g8IGhXFxmnbBhYrOJ5AAWWUX3o1Eg-9CjL4MMnkZ0Kn7qq5WuWM6UQb4dyjEEb65hx8zNnvbcum9c36dKFNGbKHZze_QKE67erd_qYtZVPQ2VbQdqVi63g?key=M1RXWzB6TSHKAUgZBiPgBmQi\" alt=\"man searching for job description on laptop\n\"\/><\/figure>\n\n\n\n<p>Let\u2019s take look at the key components that make an effective ADA job description so that you can get started right away.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Job Title and Summary<\/strong><\/h3>\n\n\n\n<p>Provide a clear, concise overview of the role.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Essential Job Functions<\/strong><\/h3>\n\n\n\n<p>These are the fundamental duties the employee must be able to perform\u2014with or without reasonable accommodations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Required Skills and Qualifications<\/strong><\/h3>\n\n\n\n<p>Only include what\u2019s truly necessary to succeed in the role. Cut the things you don\u2019t require from this section; they can go elsewhere. Too many \u201crequirements\u201d can unintentionally exclude great candidates.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Physical and Mental Requirements<\/strong><\/h3>\n\n\n\n<p>Be transparent about what the job physically and mentally entails.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Work Environment<\/strong><\/h3>\n\n\n\n<p>Describe the typical working conditions, including noise levels, location, travel expectations, and accessibility at the workplace for disabled individuals.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Reasonable Accommodation Statement<\/strong><\/h3>\n\n\n\n<p>Let candidates know you\u2019re open to providing accommodations.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Writing Physical and Mental Requirements Clearly<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXeqkQV1KdK03wd4_ZZD-Dc8BszGZOLwx66_L3vpBOzJ_ar29vcuBQPiMcFNlAWrwWm99jJMtGqSnt9YbNYBCj_0dmkyzddeFu6jlbCXWNcMEgNn6y6se9fRb9-IgtZtngj0lriVXg?key=M1RXWzB6TSHKAUgZBiPgBmQi\" alt=\"man and woman using pencil to write job description\n\"\/><\/figure>\n\n\n\n<p>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\u2019s also a key part of creating a fair, inclusive hiring process.<\/p>\n\n\n\n<p>Here\u2019s how to get it right:<\/p>\n\n\n\n<p>Instead of vague lines like \u201c<em>must be able to lift heavy boxes<\/em>,\u201d be specific: <em>\u201cMust be able to lift up to 25 pounds occasionally.\u201d<\/em><\/p>\n\n\n\n<p>This kind of detail makes your expectations clear <em>without<\/em> shutting out great candidates. When writing a job description with physical requirements, keep two things in mind: only include tasks <em>essential<\/em> to the role and use clear, neutral, and measurable language. That way, candidates can self-assess honestly and request accommodations if needed.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Using Inclusive and Neutral Language in Your ADA Job Description<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXdRB5y8jJXXUaQc0zptvcageNTvuzkgkfUOVaBDcxkLBJx1sXJ1PBqMfSSN9UlowrjNWZ5Gixc6vNiKCmfBkXy6hf5eTfLTLdoFD1JSAOH1YQOrACfmGn1n4AOefCk87CyWEy-Ukw?key=M1RXWzB6TSHKAUgZBiPgBmQi\" alt=\"people of different backgrounds and disabilities in illustrated image\"\/><\/figure>\n\n\n\n<p><em>If your ADA job description isn\u2019t written with inclusive, neutral language, you\u2019re losing great candidates before they even apply.<\/em> And the numbers prove it: <a href=\"https:\/\/insightglobal.com\/blog\/job-description-statistics-to-keep-in-mind-for-2025\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">According to Global Insights<\/a>, job posts that use gender-neutral terms get 42% more responses than those with gendered language.<\/p>\n\n\n\n<p>Be unbiased and keep your talent pool wide open. Let\u2019s see how:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Skip Gender-Specific Words<\/strong><\/h3>\n\n\n\n<p>Do not use <em>aggressive, dominant<\/em>, or other aggressive words. Instead, use <em>motivated, collaborative, or<\/em> <em>team-oriented<\/em> words.<\/p>\n\n\n\n<p>Inclusive = more applicants.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Avoid Age Bias<\/strong><\/h3>\n\n\n\n<p>Phrases like <em>recent graduates<\/em> hint at a preference for younger candidates. Keep it focused on skills and experience, <em>not<\/em> age.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Be Disability-Aware in Your Wording<\/strong><\/h3>\n\n\n\n<p>Don\u2019t write \u201c<em>must be able to walk.<\/em>\u201d Instead, write: \u201c<em>must be able to travel between office locations.<\/em>\u201d<\/p>\n\n\n\n<p>Small change. Big message: <em>You\u2019re welcome here\u2014mobility aids and all.<\/em><\/p>\n\n\n\n<p>The words you choose in a job post say a lot. Get them right, and you don\u2019t just stay ADA-compliant\u2014you show every candidate that they belong.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Adding a Reasonable Accommodation Statement to Your ADA Job Description<\/strong><\/h2>\n\n\n\n<p>If your ADA job description doesn\u2019t include a <em>reasonable accommodation statement<\/em>, you&#8217;re missing a big opportunity and putting yourself at legal risk.<\/p>\n\n\n\n<p>This one line tells candidates affirmations like you get it, you\u2019re inclusive, etc. Here are some simple examples:<\/p>\n\n\n\n<p>This isn\u2019t just about legal checkboxes. It\u2019s 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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Tips for Employers and HR Professionals on Crafting an Effective ADA Job Description<\/strong><\/h2>\n\n\n\n<p>Writing an ADA job description takes more than a copy-paste from HR templates. Here\u2019s how to do it right:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Work and Collab Across Departments<\/strong><\/h3>\n\n\n\n<p>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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Highlight Inclusive Benefits<\/strong><\/h3>\n\n\n\n<p>Do you have remote work options? Flexible hours? Call them out because these benefits matter, especially to candidates with disabilities or caregiving responsibilities.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Regularly Update Job Descriptions<\/strong><\/h3>\n\n\n\n<p>Roles evolve, and so should their descriptions. Regular reviews ensure they remain accurate and inclusive.\u200b<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Seek Feedback<\/strong><\/h3>\n\n\n\n<p>Before finalizing, have multiple stakeholders review the job description to catch any unintentional biases or unclear language.\u200b<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h2>\n\n\n\n<p>Remember, writing an ADA job description does not mean checking a legal box, and it&#8217;s done. It\u2019s 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.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Learn how to write an ADA job description that\u2019s inclusive, compliant, and clear, plus tips on language, and legal best practices.<\/p>\n","protected":false},"author":5,"featured_media":1987,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_kadence_starter_templates_imported_post":false,"footnotes":""},"categories":[4],"tags":[19],"class_list":["post-1983","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recruiting-tools","tag-job-description"],"taxonomy_info":{"category":[{"value":4,"label":"Recruiting Tools"}],"post_tag":[{"value":19,"label":"Job Description"}]},"featured_image_src_large":["https:\/\/snabup-prod.s3.amazonaws.com\/blog\/wp-content\/uploads\/2025\/04\/16104046\/How-to-Write-an-ADA-Job-Description.jpg",800,400,false],"author_info":{"display_name":"Bisma Naeem","author_link":"https:\/\/vettio.com\/blog\/author\/bisma-naeem\/"},"comment_info":2,"category_info":[{"term_id":4,"name":"Recruiting Tools","slug":"recruiting-tools","term_group":0,"term_taxonomy_id":4,"taxonomy":"category","description":"","parent":83,"count":21,"filter":"raw","cat_ID":4,"category_count":21,"category_description":"","cat_name":"Recruiting Tools","category_nicename":"recruiting-tools","category_parent":83}],"tag_info":[{"term_id":19,"name":"Job Description","slug":"job-description","term_group":0,"term_taxonomy_id":19,"taxonomy":"post_tag","description":"","parent":0,"count":16,"filter":"raw"}],"_links":{"self":[{"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/posts\/1983","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/comments?post=1983"}],"version-history":[{"count":4,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/posts\/1983\/revisions"}],"predecessor-version":[{"id":4925,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/posts\/1983\/revisions\/4925"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/media\/1987"}],"wp:attachment":[{"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/media?parent=1983"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/categories?post=1983"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/vettio.com\/blog\/wp-json\/wp\/v2\/tags?post=1983"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}