Workplace rules that require employees to be fully recovered before returning to work—known as “100% healed” or “full duty” policies—often violate the Americans with Disabilities Act (ADA) and the Illinois Human Rights Act (IHRA).
These laws require employers to assess each employee’s situation individually and provide reasonable accommodations where needed. The ADA and IHRA recognize that many people recover gradually or work with permanent restrictions, and employers must engage in an interactive process to explore accommodations such as modified duties, altered schedules, or assistive devices.
Under the ADA and IHRA:
- Employers cannot demand that employees be completely symptom-free.
- If a worker can do the essential job functions with accommodations—like modified duties or flexible hours—they must be allowed to return.
- Blanket “100% healed” policies skip this legally required process and discriminate against people with disabilities.
If your employer has refused to reinstate you because you are not “100% healed” or because you have work restrictions following a medical leave or injury, you may have a legal claim. Contact Caffarelli & Associates for a confidential consultation. We will evaluate your situation, help you assert your rights, and pursue the remedies you are entitled to under the law.
