ADA Workplace Accommodations Evaluation for Mental Health & ADHD

Frequently Asked Questions About Workplace Accommodations for Mental Health

Can I get workplace accommodations for a mental health disability?

Workplace accommodations may be appropriate when a mental health condition creates disability-related functional limitations that substantially interfere with your ability to perform one or more essential job functions.

A diagnosis alone does not automatically mean that accommodations are clinically supported. The evaluation considers your symptoms, functional limitations, job demands, essential duties, treatment needs, and whether specific accommodation recommendations are clinically appropriate.

Can you recommend remote work as an accommodation?

Remote work may be considered when clinically appropriate, but it is not automatically recommended. The evaluation considers your symptoms, functional limitations, job duties, essential job functions, treatment needs, and whether remote work or another accommodation is clinically supported.

Your employer determines whether a requested accommodation is reasonable and whether it can be approved.

What is the difference between FMLA, short-term disability, and workplace accommodations?

FMLA provides job-protected leave related to a serious health condition, if you are eligible, but it does not provide pay by itself.

Short-term disability or paid leave programs may provide partial wage replacement due to disabling symptoms of a psychiatric condition if your claim is approved by your insurance company, employer, or paid leave program.

Workplace accommodations are changes to how, when, or where work is performed, based on limitations caused by a disability, so you can continue working when clinically appropriate.

Some people need more than one type of documentation depending on their symptoms, job duties, employer process, and benefits.

What conditions do you evaluate for workplace accommodations?

We evaluate mental health conditions that may create disability-related functional limitations at work, including anxiety disorders, depression and mood disorders, PTSD, trauma-related conditions, OCD, panic symptoms, and more.

We also offer Mental Health + ADHD Workplace Accommodations Evaluation for individuals seeking accommodation recommendations related to both mental health concerns and ADHD.

How soon can I be seen?

We usually have appointments available within 1–2 weeks.

How soon will I receive the documentation?

Most documentation is completed within 1 week after the evaluation when clinically indicated and after all required forms and records are received.

More complex evaluations, including evaluations involving ADHD, psychological testing, extensive records, or more detailed documentation requirements, may take longer in some cases.

Do you accept insurance?

No. We are not in-network with any health insurance companies, and we do not bill insurance or complete insurance-related forms.

We accept all major credit cards. Your card is charged at the time of service/at check-in.

How is a workplace accommodations evaluation different from therapy or other psychological evaluations?

There are many types of psychological evaluations. Some evaluations focus on ADHD, learning disorders, treatment planning, surgical clearance, legal questions, or other specific referral questions.

A workplace accommodations evaluation is focused on whether a mental health condition creates disability-related functional limitations that substantially interfere with your ability to perform essential job functions.

The evaluation considers symptoms, diagnosis or diagnostic clarification, functional limitations, job duties, treatment needs, and whether specific workplace accommodation recommendations are clinically appropriate.

Why is this evaluation more expensive than a regular therapy visit?

Workplace accommodations evaluations are more comprehensive and time-intensive than routine therapy visits.

The fee reflects the time involved in clinical interview, records review, assessment of job duties and functional limitations, psychological testing when clinically warranted, scoring, interpretation, integration of findings, documentation, treatment recommendations, and accommodation-related recommendations.

This structure allows us to provide a focused, specialized evaluation rather than requiring ongoing therapy visits before determining whether accommodation-related documentation is clinically supported.

Why is the Mental Health + ADHD evaluation more expensive?

ADHD-related assessments/evaluations often require more extensive assessment and different types of tests/tools and can be more complex, especially when co-morbid with other mental health conditions, such as depression or anxiety. The higher fee reflects the additional evaluation time, testing, scoring, interpretation, diagnostic clarification, and documentation needs.

Do I need a formal diagnosis before scheduling?

No. You do not need to already have a formal diagnosis before scheduling. The evaluation includes diagnostic assessment.

However, workplace accommodations are based on disability-related functional limitations, not diagnosis alone. The evaluation considers whether your symptoms substantially interfere with essential job functions and whether accommodations are clinically appropriate.

What forms should I upload before my appointment?

Please upload any forms or documentation requests from your employer, HR department, or accommodations administrator.

You may also upload your job description, prior evaluations, therapy records, psychiatry records, prior accommodation records, or other records you would like reviewed.

Do you guarantee that my accommodation request will be approved?

No. We provide a clinical evaluation and accommodation-related recommendations when clinically appropriate.

Your employer determines whether a requested accommodation is reasonable and whether it can be approved through its process.

Can you document workplace conflict, retaliation, discrimination, or a hostile work environment?

No. This evaluation is not designed to document workplace conflict, retaliation, discrimination, wrongful termination, or a hostile work environment.

This service focuses on whether a mental health or psychiatric condition creates disability-related functional limitations and whether workplace accommodations are clinically appropriate. We do not provide legal opinions or determine whether an employer violated the law.

Do you send documentation directly to my employer?

Completed documentation is provided to you through the secure patient portal.

We do not send documentation directly to your employer, HR department, or accommodations administrator.

What states do you serve?

We provide telehealth evaluations to clients located in Florida and PSYPACT-participating states at the time of the appointment. Currently, this includes: AL, AZ, AR, CO, CNMI, CT, DE, DC, FL, GA, ID, IL, IN, KS, KY, ME, MD, MI, MN, MO, MS, MT, NE, NV, NH, NJ, NC, ND, OH, OK, PA, RI, SC, SD, TN, TX, UT, VT, VA, WA, WV, WI, and WY.

PSYPACT is an interstate compact that allows authorized psychologists to provide telepsychology across participating states. Because PSYPACT participation can change, please check the official PSYPACT map or contact us before scheduling if you are unsure whether we can see you in your state.

Do you provide treatment after the evaluation?

In some cases, yes. If we have availability and your clinical needs are within the scope of our practice, we may offer short-term therapy focused on stabilization, coping skills, and treatment planning. When longer-term or specialized care is needed, we provide referrals whenever possible.