Medical Exemption Email Generator
If a health condition makes full-time office attendance difficult, you can request a reasonable accommodation. Pick your symptom category and the adjustment you need — get a professional, confidential-style email and a documentation checklist.
Your request
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Your request email + checklist
Enter your details above — your email appears here.
How a medical accommodation request works
Under the ADA, eligible employees can request a reasonable accommodation for a known disability — remote or hybrid work is often accepted, via an interactive process between you, HR and (usually) a doctor's note. The email deliberately stays general: it triggers the process without disclosing private medical details, which belong in the doctor's note that goes to HR, not your manager.
- Start the process in writing — that creates the record the ADA process expects.
- Send to HR plus your manager if your company has an accommodation portal; if not, your manager is the right first contact.
- Expect an interactive conversation — the company may propose an alternative that works for both sides.
Frequently asked questions
Do I have to tell my manager my exact diagnosis?
Generally no. You describe the functional limitation and the accommodation you need; detailed medical information goes in the clinician's note to HR, kept confidential. The template on this page deliberately stays at the category level.
What happens after I send the email?
HR or your manager should open an interactive-process conversation: what you need, why, and what works operationally. Expect a request for a doctor's note describing the functional limitation — not the diagnosis. If nothing happens in a reasonable time, politely follow up in writing.
Can my employer deny my accommodation request?
They may if the accommodation imposes significant difficulty or expense (the "undue hardship" standard), or if you are not covered by the ADA. They are expected to engage in the interactive process first — a flat refusal without dialogue is usually where legal questions begin. If you are in that situation, consult an employment attorney.
Is this the same as FMLA or sick leave?
No — this is a workplace accommodation request (how and where you do your job), not a leave request. If you need time off rather than a schedule change, FMLA/state sick-leave laws are the separate track. They can sometimes run in parallel.
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