This article is part of a series that compares and contrasts various aspects of the two laws.
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When can an employer provide a light-duty position to an employee who is qualified to take leave under Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA) Are employers ever required to do so? Are employees ever required to accept such assignments? What are the rules if an employee is covered under both laws?
Under the ADA, reassignment to an existing light-duty position or temporary removal of marginal (heavy-duty) job functions may be a form of reasonable accommodation for current or returning employees. An employer may also reallocate to the employee with a disability other marginal functions that he or she can perform.