What should I do if my accommodation request is denied?

That situation can feel really discouraging, especially when it took effort to ask in the first place. A denied request doesn’t automatically mean your needs were unreasonable, it often just means something got lost in how the request landed or how the employer interpreted it. The first thing clinicians usually encourage is pausing before assuming it’s a hard no. Sometimes what’s denied is the specific accommodation, not the need itself. Asking for clarification from your employer, what part isn’t workable, or what alternatives might be acceptable, can reopen the conversation without escalating it. Reframing the request around job impact and sustainability rather than diagnosis can also help. It’s also worth checking whether there’s a formal process you haven’t tapped into yet, like HR or an occupational health team. Managers don’t always have full authority or understanding, and bringing it into a more structured channel can change the outcome. Having documentation that explains functional needs (not personal details) can be useful here. If there’s continued pushback, clinicians often talk with patients about choice points. That might mean deciding whether to adjust expectations in that role, seek informal workarounds, or consider whether the environment is a good long-term fit. A refusal can be information about how flexible or supportive the workplace really is. Emotionally, being denied can sting and trigger shame or self-doubt. That reaction is understandable. It doesn’t mean you asked for too much or handled it badly. Advocating for yourself is a skill, and sometimes it takes a few attempts — or sometimes even a different setting — for it to be met well. You’re allowed to need support at work. If one door closes, the next step isn’t self-blame; it’s figuring out what options still protect your functioning and wellbeing. And we're happy to help guide you through these processes as needed.