Posted on Wednesday, December 17th, 2025 at 6:27 pm
When you become disabled and can no longer work, you may wonder about your options. Some employees can continue working with changes to their job or work environment, called reasonable accommodation long-term disability. Others cannot work at all and need long-term disability (LTD) benefits. Understanding the difference between these two protections matters because they serve different purposes and are governed by different laws. This guide explains how reasonable accommodations work, how they differ from LTD benefits, and how insurers sometimes misuse the concept of “light-duty work” to wrongfully deny disability claims.
Understanding Reasonable Accommodations and LTD Benefits
A reasonable accommodation is any change to a job, work environment, or how work is performed that allows a person with a disability to do their job effectively. Examples include flexible schedules, modified duties, special equipment, or reassignment to a different position. These accommodations are required by the Americans with Disabilities Act (ADA) when an employee can still work with support.
Long-term disability benefits, on the other hand, are insurance payments that replace a portion of your income when you cannot work at all due to a disability. LTD benefits typically replace 50 to 70 percent of your salary and are governed by your insurance policy and federal law (ERISA).
The key point: reasonable accommodations help you stay at work, while LTD benefits support you when work becomes impossible. Both can apply to the same person at different times. For example, an employee with a back injury might first receive accommodations like a modified schedule or ergonomic equipment. If their condition worsens and they cannot work even with accommodations, they may then qualify for LTD benefits.
How ADA Reasonable Accommodations Differ from LTD Benefits
What the ADA Requires
The Americans with Disabilities Act requires employers with 15 or more employees to provide reasonable accommodations to qualified workers with disabilities. These accommodations might include:
- Modified or flexible work schedules
- Job restructuring or modified duties
- Reassignment to a vacant position
- Workplace modifications or special equipment
- Readers, interpreters, or other personal assistance
The employer cannot eliminate essential job functions or lower performance standards. However, they must work with the employee to find effective accommodations through the interactive process.
What LTD Benefits Cover
LTD insurance provides income replacement when you cannot work due to a disability. Your policy defines what qualifies as a disability, typically the inability to perform your own occupation or any occupation, depending on your coverage. Unlike accommodations, LTD benefits do not require your employer to modify your job. Instead, the insurance company pays you monthly benefits while you are unable to work.
Key Distinction
The ADA focuses on keeping you employed through workplace modifications. LTD benefits focus on replacing lost income when employment is no longer possible. An employer might provide accommodations while you receive LTD benefits, or you might receive one without the other. Understanding this distinction matters when your claim is denied.
Common Examples of Denied Accommodations
Insurance companies and employers sometimes deny reasonable accommodations that should be granted. Here are real-world examples:
- An employee with arthritis requests a flexible schedule to manage pain and medical appointments, but the employer refuses, claiming business needs require full-time presence
- A worker with a neurological condition asks for a quiet workspace to reduce sensory overload, but the employer denies it as “unnecessary.”
- An employee with chronic fatigue requests part-time work or job sharing, but the employer terminates them instead of exploring the accommodation
- A worker with mobility limitations asks for reassignment to a less physically demanding role, but the employer claims no such position exists without investigating
These denials may violate the ADA. If your employer refused reasonable accommodations, Capitan Law can evaluate whether you have legal grounds to challenge that decision.
How Insurers Misuse “Light-Duty Work” to Deny LTD Claims
One of the most common tactics insurers use to deny LTD claims is claiming that “light-duty work” is available. Light-duty work refers to jobs with reduced physical demands or modified duties. The problem is that insurers often misrepresent whether light-duty work actually exists or whether you can perform it.
Here’s how this tactic works: An insurer reviews your medical records and decides that while you cannot do your regular job, you could theoretically do lighter work. They deny your LTD claim based on this assumption, even though:
The light-duty work does not actually exist at your workplace
You lack the skills or training for available light-duty positions
Your functional limitations prevent you from performing even light-duty work
The insurer ignores medical evidence about your actual capabilities
Consider this scenario: A construction manager with chronic pain and limited mobility is told by the insurer that they can do “desk work.” The insurer denies LTD benefits based on this conclusion. However, the employee cannot sit for more than 30 minutes without severe pain, cannot use a computer due to hand tremors, and has cognitive difficulties from medication. The insurer’s assumption about light-duty work ignores the employee’s actual functional limitations.
Capitan Law challenges these denials by gathering comprehensive medical evidence, functional capacity evaluations, and vocational assessments that prove you cannot perform any available work—light-duty or otherwise.
Why Choose Capitan Law
Capitan Law focuses exclusively on long-term disability claims. We dedicate over 95 percent of our practice to helping disabled workers fight insurance companies that wrongfully deny or terminate benefits. Our attorneys understand both the ADA and LTD claim processes, and we know how insurers misuse concepts like “light-duty work” to avoid paying benefits.
We represent clients nationwide on a contingency basis—no upfront fees, and we only get paid if we recover benefits for you. Our track record includes successful appeals against major insurers like MetLife, Unum, Cigna, Hartford, and Prudential. If your LTD claim was denied based on light-duty work availability or accommodation issues, we can help.
Frequently Asked Questions
Can I receive both reasonable accommodations and LTD benefits?
Yes. Accommodations allow you to continue working with support. If accommodations fail or your condition worsens, you may then qualify for LTD benefits. These protections serve different purposes and can apply at different times in your disability journey.
What if my employer refuses to provide reasonable accommodations?
Refusing reasonable accommodations may violate the ADA. You may have grounds to file a complaint with the Equal Employment Opportunity Commission (EEOC) or pursue legal action. Capitan Law can evaluate your situation and advise you on your options.
Can an insurer deny my LTD claim because light-duty work is available?
Only if the light-duty work actually exists and you can genuinely perform it. Insurers often misrepresent light-duty work availability or ignore medical evidence showing you cannot perform such work. We challenge these denials with comprehensive medical and vocational evidence.
What is the “interactive process” in reasonable accommodations?
The interactive process is a required dialogue between you and your employer to identify effective accommodations. Your employer cannot unilaterally decide what accommodation is appropriate without consulting you and considering your input. Failure to engage in this process is an ADA violation.
What does “undue hardship” mean?
An employer can deny an accommodation only if it causes significant difficulty or substantial expense. This determination must be individualized and based on facts, not assumptions. Undue hardship cannot be based on customer preferences, negative morale, or generalized concerns.
Get Help with Your LTD Claim Today
If your long-term disability claim was denied based on light-duty work availability, accommodation issues, or any other reason, Capitan Law can help. We offer free consultations to review your claim and explain your legal options. Contact us at (267) 419-7888 or fill out our online form to schedule your consultation. We serve clients in Philadelphia, PA, and nationwide.
