Employees Who Are Aging 

Accommodation and Compliance Series
Practical Solutions • Workplace Success 

2 

Preface 

The Job Accommodation Network (JAN) is a service of the Office of Disability 

Employment Policy of the U.S. Department of Labor. JAN makes documents available 

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contact JAN. 

Authored by Beth Loy, Ph.D. Updated 03/22/10. 
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JAN’S ACCOMMODATION AND COMPLIANCE SERIES

Introduction

JAN’s Accommodation and Compliance Series is designed to help employers determine 

effective accommodations and comply with Title I of the Americans with Disabilities Act 

(ADA). Each publication in the series addresses a specific medical condition and 

provides information about the condition, ADA information, accommodation ideas, and 

resources for additional information. 

The Accommodation and Compliance Series is a starting point in the accommodation 

process and may not address every situation. Accommodations should be made on a 

case by case basis, considering each employee’s individual limitations and 

accommodation needs. Employers are encouraged to contact JAN to discuss specific 

situations in more detail. 

For information on assistive technology and other accommodation ideas, visit JAN's 

Searchable Online Accommodation Resource (SOAR) at http://askjan.org/soar. 

Information about Aging Workers 

Who is an older worker? 

Today, more than 35 million Americans are over age 65, and that number is expected to 

double over the next 30 years as baby boomers age (U.S. Administration on Aging, 

2005). Whether for monetary or social reasons, many individuals continue working after 

age 65. There are several federal employment laws that could protect these older 

workers from discrimination. These include the Civil Rights Act of 1964, the Older 

Americans Act of 1965 (OAA), the Age Discrimination in Employment Act (ADEA) of 

1967, and the Americans with Disabilities Act of 1990 (ADA), which requires employers 

to provide accommodations for older workers with disabilities. 

What are the benefits of hiring older workers? 

Though it may be a legal requirement that employers make accommodations for their 

aging workforce, it also makes good economic sense. Older workers are a vital segment 

of today's workforce. The Older Workers Survey (SHRM, 2003) reported several 

possible advantages to hiring older workers: 

• Older workers are more willing to work different schedules, 

• Older workers serve as mentors for workers with less experience, 

• Older workers have invaluable experience, 

• Older workers are more reliable, 

• Older workers add diversity of thought/approach to team projects, 

• Older workers are more loyal, 

• Older workers take work more seriously, 

• Older workers have established networks of contacts and clients, 
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• Older workers have higher retention rates, 

• Older workers have more knowledge and skills, 

• Older workers are readily available, and 

• Older workers are more productive (SHRM, 2003). 

Why are accommodations for older workers important? 

Whether for monetary or social reasons, many individuals continue working as they age. 

Because of this older workers remain a vital segment of today’s workforce. Some 

individuals have retired from one form of work and chosen to switch careers or work 

part-time to earn extra money and maintain insurance benefits, keep active, learn new 

skills, or socialize. With the aging of the baby-boom generation, the average age for 

workers will increase, and the likelihood that more employees will be managing a 

disability increases. 

What conditions may be associated with older workers? 

Arthritis, diabetes, osteoporosis, dementia, and hypertension are among the most 

prevalent conditions that increase with age (Abel, 2005). Age-related limitations can 

involve a wide range of conditions, including depression and anxiety, addiction, 

repetitive use, and other cognitive, sensory, and physical limitations. 

What accommodations may older workers need? 

Older workers may need accommodations related to activities of daily living, the 

psychological aspects of aging, and job performance. Limitations may be from aging, 

returning to work after an injury, the occurrence of a primary disability, the exacerbation 

of a long-term impairment, and/or prevention of a secondary impairment. Many older 

workers, however, will continue to work at full production with no limitations and no need 

for accommodations. 

Aging Workers and the Americans with Disabilities Act 

Is aging considered a disability under the ADA? 

The ADA does not contain a list of medical conditions that constitute disabilities. 

Instead, the ADA has a general definition of disability that each person must meet 

(EEOC, 1992). Therefore, some people with will have a disability under the ADA and 

some will not. 

A person has a disability if he/she has a physical or mental impairment that substantially 

limits one or more major life activities, a record of such an impairment, or is regarded as 

having such an impairment (EEOC, 1992). For more information about how to 

determine whether a person has a disability under the ADA, visit 

http://askjan.org/corner/vol02iss04.htm. 
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Accommodating Employees who are Aging

(Note: People with limitations from aging may develop some of the limitations discussed 

below, but seldom develop all of them. Also, the degree of limitation will vary among 

individuals. Be aware that not all people who are aging will need accommodations to 

perform their jobs and many others may only need a few accommodations. The 

following is only a sample of the possibilities available. Numerous other accommodation 

solutions may exist.) 

Questions to Consider: 

1. What limitations is the employee experiencing? 

2. How do these limitations affect the employee and the employee’s job performance? 

3. What specific job tasks are problematic as a result of these limitations? 

4. What accommodations are available to reduce or eliminate these problems? Are all 

possible resources being used to determine possible accommodations? 

5. Has the employee been consulted regarding possible accommodations? 

6. Once accommodations are in place, would it be useful to meet with the employee to 

evaluate the effectiveness of the accommodations and to determine whether 

additional accommodations are needed? 

7. Do supervisory personnel and employees need training regarding aging issues? 

Accommodation Ideas: 

Activities of Daily Living: 

• Allow use of a personal attendant at work 

• Allow use of a service animal at work 

• Make sure the facility is accessible 

• Move workstation closer to the restroom 

• Allow longer breaks or more frequent, shorter breaks 

• Refer to appropriate community services 

• Provide access to a refrigerator 

Fatigue/Weakness: 

• Reduce or eliminate physical exertion and workplace stress 

• Schedule periodic rest breaks away from the workstation 

• Allow a flexible work schedule and flexible use of leave time 

• Allow a self-paced workload 
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• Provide parking close to the work-site and an accessible entrance 

• Install automatic door openers 

• Provide an accessible route of travel to other work areas used by the employee 

• Move workstation close to other work areas, office equipment, and break rooms 

Gross Motor Impairment: 

• Modify the work-site to make it accessible 

• Provide parking close to the work-site 

• Provide an accessible entrance 

• Install automatic door openers 

• Provide an accessible restroom and break room 

• Provide an accessible route of travel to other work areas used by the employee 

• Modify the workstation to make it accessible 

• Adjust desk height if wheelchair or scooter is used 

• Make sure materials and equipment are within reach range 

• Move workstation close to other work areas, office equipment, and break rooms 

• Provide lifting devices and carts 

Hearing Limitations: 

• Provide visual or tactile alerting device 

• Implement a buddy system 

• Provide an assistive listening device (ALD) 

• Provide communication access real-time translation (CART) 

• Provide computer-assisted note taking 

• Address environmental factors, i.e., background noise, lighting, and positioning 

• Provide an interpreter 

• Use Web-based meeting software or video conferencing 

• Provide standard note taking or other text information 

• Allow tape recording of meetings 

• Provide speech recognition software 

Medical Treatment Allowances: 

• Provide flexible schedules 

• Provide flexible leave 

• Allow a self-paced workload with flexible hours 

• Allow employee to work from home 

• Provide part-time work schedules 
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Maintaining Concentration: 

• Reduce distractions in the work area 

• Provide space enclosures or a private office 

• Allow for use of white noise or environmental sound machines 

• Allow the employee to play soothing music using a cassette player and headset 

• Increase natural lighting or provide full spectrum lighting 

• Reduce clutter in the employee's work environment 

• Plan for uninterrupted work time 

• Divide large assignments into smaller tasks and steps 

• Restructure job to include only essential functions 

Muscle Pain and Stiffness: 

• Implement ergonomic workstation design, i.e., ergonomic chair and adjustable 

• Use a workstation to alternate between sitting and standing 

• Reduce repetitive tasks or interrupt the tasks with other duties 

• Provide carts and lifting aids 

• Modify work-site temperature and/or dress code 

• Use fan/air-conditioner or heater at the workstation 

• Allow work from home during extremely hot or cold weather 

Psychological Aspects of Aging (Depression and Anxiety): 

• Develop strategies to deal with work problems before they arise 

• Provide sensitivity training to coworkers 

• Allow telephone calls during work hours to doctors and others for support 

• Provide information on counseling and employee assistance programs 

• Allow time off for medical treatment 

Respiratory Difficulties: 

• Provide adjustable ventilation 

• Keep work environment free from dust, smoke, odor, and fumes 

• Implement a "fragrance-free" workplace policy and a “smoke-free” building policy 

• Avoid temperature extremes 

• Use fan/air-conditioner or heater at the workstation 

• Redirect air-conditioning and heating vents 

Vision Limitations: 

• Magnify written material using hand/stand/optical magnifiers 

• Provide large print material or screen reading software 

• Control glare by adding a glare screen to the computer 
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• Install proper office lighting 

• Allow frequent rest breaks 

Situations and Solutions: 

An individual with osteoarthritis and walking limitations had difficulty accessing the worksite. The employer contacted JAN asking for ways to improve access. JAN suggested 

an accessible parking space, office close to the entrance, and moving the individual 

closer to the common office equipment area. 

 

A social worker with Type 2 diabetes was experiencing vision loss. The individual 

requested a reduced workload. The employer contacted JAN looking for alternatives to 

lowering productivity standards. JAN suggested stand magnification equipment for 

reading print materials and screen magnification software for reading from the computer 

screen. 

 

A bus driver recently diagnosed with sleep apnea asked for a light duty position. The 

employer contacted JAN asking for other options. JAN suggested a flexible schedule, 

temporary reassignment to shorter bus runs, and time off for treatment. 

 

A child care worker with cancer had difficulty walking through a campus environment. 

The employee requested the ability to stay in one building. The employer contacted JAN 

for options. JAN suggested a mobility aid that the individual used solely for job 

functions. 

Products: 

There are numerous products that can be used to accommodate people with limitations. 

JAN's Searchable Online Accommodation Resource at http://askjan.org/soar is 

designed to let users explore various accommodation options. Many product vendor 

lists are accessible through this system; however, JAN provides these lists and many 

more that are not available on the Web site upon request. Contact JAN directly if you 

have specific accommodation situations, are looking for products, need vendor 

information, or are seeking a referral. 
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Resources 

Job Accommodation Network 

West Virginia University 

PO Box 6080 

Morgantown, WV 26506-6080 

Toll Free: (800)526-7234 

TTY: (877)781-9403 

Fax: (304)293-5407 

jan@askjan.org 

http://askjan.org 

The Job Accommodation Network (JAN) is a free consulting service that provides 

information about job accommodations, the Americans with Disabilities Act (ADA), and 

the employability of people with disabilities. 

Office of Disability Employment Policy 

200 Constitution Avenue, NW, Room S-1303 

Washington, DC 20210 

Direct: (202)693-7880 

TTY: (877)889-5627 

Fax: (202)693-7888 

infoODEP@dol.gov 

http://www.dol.gov/odep/ 

The Office of Disability Employment Policy (ODEP) is an agency within the U. S. 

Department of Labor. ODEP provides national leadership to increase employment 

opportunities for adults and youth with disabilities while striving to eliminate barriers to 

employment. 

AARP

601 E Street, NW, Suite A1-200 

Washington, DC 20049 

Toll Free: (888)OUR-AARP 

Direct: (202)434-7700 

Fax: (202)434-7710 

dcaarp@aarp.org 

http://www.aarp.org 

AARP is a nonprofit, nonpartisan membership organization for people age 50 and over. 

AARP is dedicated to enhancing quality of life for all individuals as they age. AARP 

leads positive social change and delivers value to members through information, 

advocacy, and service. 
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Alliance for Aging Research

2021 K Street, NW 

Suite 305 

Washington,, DC 20006 

Direct: (202)293-2856 

Fax: (202)785-8574 

info@agingresearch.org 

http://http://www.agingresearch.org/ 

The Alliance for Aging Research believes that science can help people live longer, more 

productive lives. Greater access to the latest scientific information will empower people 

to take control of their own health, while educating them on the importance and need for 

further medical advances. From policy issues to consumer health programs, the 

Alliance works to generate knowledge and action on age-related issues. 

American Society on Aging

833 Market Street 

Suite 511 

San Francisco,, CA 94103 

Toll Free: (800)537-9728 

Direct: (415)974-9600 

Fax: (415)974-0300 

info@asaging.org 

http://http://www.asaging.org/ 

Founded in 1954, the American Society on Aging is an association of diverse individuals 

bound by a common goal: to support the commitment and enhance the knowledge and 

skills of those who seek to improve the quality of life of older adults and their families. 

The membership of ASA is a multidisciplinary array of professionals who are concerned 

with the physical, emotional, social, economic, and spiritual aspects of aging. 

National Council on Aging

1901 L Street NW 

4th Floor 

Washington, DC 20036 

Direct: (202)479-1200 

TTY: (202)479-6674 

Fax: (202)479-0735 

info@ncoa.org 

http://www.ncoa.org 

The National Council on the Aging is a national network of organizations and individuals 

dedicated to improving the health and independence of older persons; increasing their 

continuing contributions to communities, society and future generations; and building 

caring communities. 
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References 

Abel, B. (2004). Chronic health conditions not a barrier to successful aging. Healthlink. 

Retrieved September 3, 2008, from 

http://healthlink.mcw.edu/article/1031002459.html 

Administration on Aging. (2005). A profile of older Americans: 2005. Retrieved 

September 3, 2008, from http://assets.aarp.org/rgcenter/general/profile_2005.pdf 

Equal Employment Opportunity Commission. (1992). A technical assistance manual on 

the employment provisions (title I) of the Americans with Disabilities Act. 

Retrieved September 3, 2008, from http://askjan.org/links/ADAtam1.html 

SHRM Survey Program. (2003). 2003 SHRM/NOWCC/CED Older workers survey. 

Alexandria, Virginia: SHRM Research. 
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This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.