Supporting You — At Work and Beyond
At AdventHealth, we believe every team member should feel supported, valued and empowered to bring their whole self to work. That includes ensuring our workplaces are accessible, inclusive and designed so everyone can thrive.
If you have a medical condition or disability and need support to perform your job, workplace accommodations are available to you — and we’re here to help every step of the way.
Grounded in our mission to extend the healing ministry of Christ, AdventHealth is committed to providing equal opportunity and access for all team members.
In accordance with the Americans with Disabilities Act (ADA) and applicable state and federal laws, we provide reasonable accommodations to:
- Applicants during the hiring process and
- Qualified team members to help them perform the essential functions of their role and access the benefits and privileges of employment.
Our approach is grounded in compassion, respect, collaboration and confidentiality.
How to Request an Accommodation
Requesting an accommodation is designed to be supportive, confidential and collaborative.
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Submit a Request
You can request a reasonable accommodation by:
- Submitting a request through Workday Help or
- Contacting HR Shared Services (HRSS) at 844‑843‑6363
For ADA accommodations, the request must be initiated by the team member.
Leaders may submit requests only for Pregnancy Worker Fairness Act (PWFA) accommodations.
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Interactive Process
HRSS will partner with you throughout the interactive process to:
Understand your role and essential job functions
Review medical documentation, if needed
Explore reasonable accommodation options together
Your participation is important. Additional information may be requested to help identify an appropriate accommodation.
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Implementation & Ongoing Support
Once an accommodation is approved, HRSS coordinates implementation with the appropriate partners.
As your needs or job responsibilities change, your accommodation may be reviewed and adjusted to ensure it remains effective.
Support doesn't end after approval. We'll continue working with you as needed.
Your Guide to Reasonable Accommodations
- What Is a Reasonable Accommodation?
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A reasonable accommodation is a change or adjustment to a job, work environment or process that helps a qualified individual with a disability:
- Perform essential job functions or
- Enjoy equal access to workplace benefits and opportunities.
Accommodations are individualized and may be temporary or ongoing, depending on your situation.
Examples of accommodations may include:
- Modified or flexible work schedules
- Ergonomic equipment or workstation adjustments
- Assistive technology or adaptive tools
- Modified job duties (when appropriate)
- Additional breaks or seating/standing options
- Workplace or facility modifications
This list is not exhaustive. We focus on reasonable, effective solutions that support both you and your role.
Please note: The ADA does not require AdventHealth to remove essential job functions, provide personal use items (such as eyeglasses or hearing aids) or implement accommodations that would create an undue hardship for the organization.
- Who Can Request an Accommodation?
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You may request a reasonable accommodation if you:
- Have a physical or mental impairment that substantially limits one or more major life activities
- Have a medical condition impacting your ability to perform your job
- Are recovering from an illness or injury
- Have work limitations recommended by a healthcare provider
In certain circumstances, a request may also be made on your behalf by:
- A family member
- A healthcare provider or representative
- Local Human Resources
You do not need to know whether you formally “qualify under ADA” to initiate a request. If you need support, we encourage you to reach out.
- Pregnancy‑Related Accommodations (PWFA)
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AdventHealth is committed to supporting team members before, during, and after pregnancy.
The Pregnant Workers Fairness Act (PWFA) is a federal law that provides protections for applicants and team members who have a limitation related to pregnancy, childbirth or a related medical condition and need an adjustment or change to their working conditions.
In accordance with PWFA and AdventHealth policy, we will respond promptly to accommodation requests and partner with you through an interactive process to identify reasonable solutions — provided the accommodation does not create an undue hardship for AdventHealth.
- What the PWFA Means for You
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If you are pregnant or experiencing a pregnancy‑related medical condition, you may request a reasonable accommodation even if:
- Your condition is temporary
- You can perform your essential job functions with or without accommodation or
- You can perform them in the near future with temporary adjustments
AdventHealth will not:
- Require you to accept an unwanted accommodation
- Deny employment opportunities because you need an accommodation
- Force you to take leave if another reasonable accommodation is available
- Retaliate or take adverse action against you for requesting or using an accommodation or exercising your rights under PWFA
Examples of Pregnancy‑Related Accommodations May Include:
- Seating or the ability to sit or stand as needed
- Additional or extended breaks
- Modified schedules or temporary task adjustments
- Temporary reassignment of non‑essential duties
- Flexibility for prenatal appointments
Accommodations are individualized and based on your role, responsibilities and medical needs.
This site summarizes the programs and benefits available to team members and their eligible dependents. Official plan documents, policies and certificates of insurance that contain the details, conditions, maximum benefit levels and restrictions on benefits govern our benefits program. In case of a conflict between this site and the official documents, the official documents prevail. The information on this site isn't a guarantee of benefits. AdventHealth reserves the right to modify or terminate its employee benefit plans and programs at any time for any reason.