Your Affirmation & Disability Qualification
Welcome to abilityJOBS.com. Our mission is to connect talented individuals with disabilities to employers committed to building inclusive workforces.
To maintain the integrity of our platform as a dedicated disability job board, your use of this site affirms that you are a job seeker with a qualifying disability under the Americans with Disabilities Act (ADA). This affirmation is voluntary and used solely to connect job seekers with disability-inclusive employers. Please check out more details below.
What Your Affirmation Means
When you use abilityJOBS.com, you are self-identifying as an individual covered under federal disability protections.
- No Medical Proof Required You will never be asked to submit medical records, doctor’s notes, or private health details to use our site.
- Good-Faith Affirmation Your use of the platform acts as your honest confirmation that your condition meets the ADA definition below.
- Privacy First Your specific medical condition remains confidential unless you choose to share information directly with an employer during an accommodation request.
How the ADA Defines a Disability
Under the ADA, a person has a disability if they:
- have a physical or mental impairment that substantially limits one or more major life activities,
- have a record of such an impairment, or
- are regarded as having such an impairment.
Major Life Activities & Bodily Functions
An impairment qualifies if it substantially limits activities such as:
Daily Activities: seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, or working.
Bodily Functions: immune system function, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.
Common Qualifying Conditions
Conditions that typically meet the ADA definition include, but are not limited to:
- Mobility & Physical: amputation, arthritis, cerebral palsy, chronic pain, spinal cord injuries, muscular dystrophy, or use of mobility aids.
- Sensory: blindness, low vision, deafness, hard of hearing, sensory processing conditions.
- Neurodivergence & Mental Health: autism, ADHD, depression, bipolar disorder, PTSD, anxiety disorders, schizophrenia, OCD.
- Chronic Health Conditions: cancer (active or remission), diabetes, epilepsy, multiple sclerosis, heart disease, autoimmune diseases, long COVID, kidney disease.
- Intellectual & Developmental: Down syndrome, traumatic brain injuries, learning disabilities such as severe dyslexia or dyscalculia.
Intermittent or Managed Conditions
An impairment that fluctuates or is in remission qualifies if it would substantially limit a major life activity when active. ADA determinations are made without considering medication, devices, or other mitigating measures.
What Details Do I Need to Share to Request an Accommodation?
When requesting an accommodation, you only need to share the minimum, job-related information needed for an employer to understand your request. You do not need to disclose your diagnosis or provide medical records.
You only need to share:
- Your functional limitation How your disability affects a specific part of the hiring process or job task.
- Why you need the accommodation A short statement connecting the limitation to the request.
- The accommodation you’re asking for The adjustment that would give you equal access.
You do not need to share:
- your diagnosis
- medical history
- treatment details
- medications
- unrelated health information
This follows ADA Title I and EEOC guidance: employers may request only the information necessary to understand the functional need and provide the accommodation.
