Employees with Latex Allergy 

Accommodation and Compliance Series
Practical Solutions • Workplace Success 

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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 Tracie DeFreitas Saab, M.S. Updated 03/23/2010. 
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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 Latex Allergy 

What is latex allergy? 

Latex allergy is a reaction to proteins present in latex derived from natural rubber latex 

(NRL). NRL is manufactured from a variety of plants, but mainly the rubber tree, Hevea 

brasiliensis (OSHA, 2008). 

Latex allergy can result from repeated exposures to proteins in NRL through skin 

contact or inhalation. Reactions usually begin within minutes of exposure to latex, but 

they can occur hours later and can produce various symptoms. These include skin rash 

and inflammation, respiratory irritation, asthma, and in rare cases shock. In some 

instances, sensitized employees have experienced reactions so severe that they 

impeded the worker’s ability to continue working in their current job (NIOSH, 2008). 

How prevalent is latex allergy? 

Reports of work-related allergic reactions to latex have increased in recent years, 

especially among employees in the growing health-care industry, where latex gloves are 

widely used to prevent exposure to infectious agents. At least 7.7 million people are 

employed in the health-care industry in the U.S. Once sensitized, workers may go on to 

experience the effects of latex allergy. Studies indicate that 8-12% of health-care 

workers regularly exposed to latex are sensitized, compared with 1-6% of the general 

population, although total numbers of exposed workers are not known. In the healthcare industry, workers at risk of latex allergy from ongoing latex exposure include 

physicians, nurses, aides, dentists, dental hygienists, operating room employees, 

laboratory technicians, and housekeeping personnel (NIOSH, 2008). 
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Who gets latex allergy? 

People at increased risk for developing latex allergy include workers with ongoing latex 

exposure, persons with a tendency to have multiple allergic conditions, and persons 

with spina bifida. Latex allergy is also associated with allergies to certain foods such as 

avocados, potatoes, bananas, tomatoes, chestnuts, kiwi fruit, and papaya. Workers who 

use gloves less frequently, such as law enforcement personnel, ambulance attendants, 

fire fighters, food service employees, painters, gardeners, housekeeping personnel 

outside the health-care industry, and funeral home employees, also may develop latex 

allergy. Workers in factories where natural rubber latex products are manufactured or 

used also may be affected (NIOSH, 2008). 

Can latex allergy be prevented? 

The National Institute on Occupational Safety and Health (NIOSH) suggests taking the 

following steps to prevent latex allergy (NIOSH, 2008):

• Use non-latex gloves for activities that are not likely to involve contact with infectious 

materials. 

• If latex gloves are chosen for barrier protection when handling infectious materials, 

use powder-free gloves with reduced protein content. 

• Use appropriate work practices to reduce the chance of reactions to latex: 

• Do not use oil based hand creams or lotions under gloves. 

• Wash hands with mild soap and dry thoroughly after removing gloves. 

• Frequently clean areas and equipment that may be contaminated with latexcontaining dust. 

• Become familiar with procedures for preventing latex allergy. 

• Learn to recognize the symptoms of latex allergy: skin rash; hives; flushing; itching; 

nasal, eye or sinus symptoms; asthma and shock. 

Latex Allergy and the Americans with Disabilities Act 

Is a latex allergy 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. 

Therefore, some people with latex allergy 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 with Latex Allergy 

(Note: People with latex allergy 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 with latex allergy 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 with latex allergy 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 with latex allergy been consulted regarding possible 

accommodations? 

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

with latex allergy to evaluate the effectiveness of the accommodations and to 

determine whether additional accommodations are needed? 

7. Do supervisory personnel and employees need training regarding latex allergy? 

Accommodation Ideas: 

• Discontinue the use of latex gloves. Purchase alternative glove products such as 

vinyl or nitrile. The feasibility of using alternatives will likely depend upon the 

infection control needed to perform job tasks. 

• If latex gloves must be used, switch to non-powdered latex with reduced protein 

content. Provide all employees within the individual's working environment with nonpowdered gloves as well. If other employees continue to wear powdered latex 

gloves, the latex proteins can become airborne and create the potential for an 

allergic reaction. 

• If powdered latex gloves are used, thoroughly clean the environment to remove 

powder residue from walls, equipment and HVAC vents. 

• Implement a latex-safe department, clinic or facility. Eliminate the use of latex 

gloves and, when possible, switch to non-latex medical supplies. If the entire facility 

cannot be latex-safe, safeguard specific locations by creating latex-safe zones. 

• Place the individual in the least latex-intensive environment possible. 
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• If the individual cannot be accommodated in the original position because of the 

need to eliminate exposure to latex, investigate reassignment as an accommodation. 

When possible, place the individual in a position that continues to take advantage of 

the employee’s clinical or technical skills. For example, if a nurse can no longer 

perform duties involving direct patient care, consider positions that still require 

nursing skills. Opportunities may exist in case management, occupational health 

nursing, health hotlines, poison control, the insurance industry, medical mal-practice 

or teaching. 

Situations and Solutions: 

An office worker with latex allergy had to take rubber bands off bundles of papers and 

was having a reaction to the latex in the bands. The employer switched to non-latex 

bands. 

A registered nurse with latex allergies was having difficulty wearing latex gloves. The 

employer provided her with non-latex gloves and started using non-powdered latex 

gloves for other staff to reduce the amount of latex in the environment. 

A nurse aide with latex allergy was reassigned to an area of the hospital where few 

latex products were used, but the aide was still having problems with latex exposure. 

The employer realized that the latex was being carried through the ventilation system so 

the employer worked with a heating, ventilation, and air-conditioning (HVAC) specialist 

to prevent the circulation of latex in the employee’s work area. 

An ER nurse with latex allergies was reassigned to a nurse-consultant job that did not 

involve direct patient care or direct contact with latex products. 

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 

Toll Free: (866)633-7635 

TTY: (877)889-5627 

Fax: (202)693-7888 

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. 

American Latex Allergy Association 

3791 Sherman Rd. 

Slinger, WI 53086 

Toll Free: (888)972-5378 

Fax: (262)677-2808 

alert@execpc.com 

http://www.latexallergyresources.org/latex_alternatives.html 

The American Latex Allergy Association is a national non-profit, tax exempt organization 

that has designed this website to help connect you with educational materials, support 

groups, publications and product information to assist you with your understanding of 

natural rubber latex allergy. 

American Nurses Association 

8515 Georgia Avenue Suite 400 

Silver Spring, MD 20910 

Toll Free: (800)274-4262 
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Direct: (301)628-5000 

Fax: (301)628-5001 

http://www.nursingworld.org/dlwa/osh/latex.htm 

ANA advances the nursing profession by fostering high standards of nursing practice, 

promoting the economic and general welfare of nurses in the workplace, projecting a 

positive and realistic view of nursing, and by lobbying the Congress and regulatory 

agencies on health care issues affecting nurses and the public. 

Envision Inc. 

644 West Iris Drive 

Nashville, TN 37204 

Toll Free: (866)321-5066 

Direct: (615)321-5066 

Fax: (615)321-5119 

education@envisioninc.net 

http://www.envisioninc.net 

Provides award-winning programs to meet the continuing education needs of 

physicians, nurses, general staff, patients and families. 

National Institute for Occupational Safety and Health 

Education and Information Division 

4676 Columbia Parkway 

Mailstop C14 

Cincinnati, OH 45226 

Toll Free: (800)321-6742 

Direct: (513)533-8326 

TTY: (877)889-5627 

http://www.cdc.gov/niosh/homepage.html 

The National Institute for Occupational Safety and Health (NIOSH) was established by 

the Occupational Safety and Health Act of 1970. NIOSH is part of the Centers for 

Disease Control and Prevention (CDC) and is the only federal Institute responsible for 

conducting research and making recommendations for the prevention of work-related 

illnesses and injuries. 
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Occupational Safety & Health Administration 

200 Constitution Avenue, NW 

Washington, DC 20210 

Toll Free: (800)321-OSHA 

TTY: (877)889-5627 

http://www.osha.gov 

The mission of the Occupational Safety and Health Administration (OSHA) is to save 

lives, prevent injuries, and protect the health of America's workers. To accomplish this, 

federal and state governments must work in partnership with the more than 100 million 

working men and women and their six and a half million employers who are covered by 

the Occupational Safety and Health Act of 1970. 
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References 

Equal Employment Opportunity Commission. (2002). A technical assistance manual on 

the employment provisions (title I) of the Americans with disabilities act. 

Retrieved September 5, 2008, from http://askjan.org/links/ADAtam1.html 

National Institute on Occupational Safety and Health. (2008). Latex allergies. Retrieved 

September 5, 2008, from http://www.cdc.gov/niosh/topics/latex/ 

Occupational Safety and Health Administration. (2008). Potential for sensitization and 

possible allergic reaction to natural rubber latex gloves and other natural rubber 

products. Retrieved September 5, 2008, from 

http://www.osha.gov/dts/shib/shib012808.html 
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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.