by Stefanie M. Renaud
Navigating the ins and outs of your obligations under the Americans with Disabilities Act (ADA) and similar state laws can be a challenge for even the most seasoned HR professional. One situation that may be familiar to you is having an employee with food allergies. According to the Asthma and Allergy Foundation of America, about 15 million people in the United States suffer from food allergies, and that number is steadily increasing. Allergies are not only miserable for the sufferer, but they can also hurt an employer’s bottom line: It’s estimated that employees miss about four million workdays per year as a result of allergies.
Depending on their severity, food allergies may be covered by the ADA or similar state laws. To avoid employee complaints, lost productivity, excessive absences, and the risk of a lawsuit, it’s important to have a plan in place to address requests for accommodations based on food allergies.