The ADA definition of disability comes from the Americans with Disabilities Act, a US law that protects people with disabilities from discrimination.
Under the ADA, a person may have a disability if they have a physical or mental impairment that substantially limits one or more major life activities.
The law also protects people with a record of such an impairment and people treated as if they have one. This broad definition helps people access jobs, public services, businesses, and other places without unfair barriers.
Understanding it can help you learn your rights and responsibilities.
1. What Is the Americans with Disabilities Act?
The Americans with Disabilities Act (ADA) is a federal law in the United States. It was signed into law in 1990 to protect people with disabilities from discrimination.
The ADA covers several areas of public life. These include jobs, state and local government services, public transportation, and many businesses and public places.
The law aims to give people with disabilities a fair chance to take part in everyday activities. It also helps remove barriers that may stop them from accessing services or opportunities.
For example, a store may need to provide an accessible entrance for customers who use wheelchairs. An employer may need to consider a reasonable workplace change for a qualified worker with a disability.
The ADA definition of disability is important because it helps determine who may receive protection under the law.
The ADA Amendments Act of 2008 expanded and clarified how the definition should be understood. It directed courts and other decision-makers to interpret disability broadly, rather than use an overly narrow standard.
2. The Three Parts of the ADA Definition of Disability
The ADA uses three main parts to define disability. A person may meet the definition under any one of them.
The three parts cover an actual disability, a record of a disability, and being regarded as having a disability.
Actual disability
The first part covers a physical or mental impairment that substantially limits one or more major life activities.
For example, a person with a condition that seriously affects their ability to walk may meet this part of the definition.
Record of a disability
The second part covers someone who has a history of an impairment that substantially limited a major life activity.
For example, a person whose cancer is now in remission may still have protection under the ADA because of their medical history.
Regarded as having a disability
The third part covers a person who faces prohibited action because another person or organization believes they have a physical or mental impairment.
For example, an employer may refuse to hire a qualified applicant because the employer wrongly assumes the applicant has a serious medical condition.
The person may be protected even if the perceived impairment does not substantially limit a major life activity. However, this part generally does not cover impairments that are both minor and expected to last six months or less.
3. What Does “Substantially Limits” Mean?
The phrase substantially limits is a key part of the ADA definition. It refers to an impairment that limits a major life activity compared with most people in the general population.
The phrase does not mean that a person must be unable to perform an activity. A person may still be able to do something but face much greater difficulty because of an impairment.
The law also says that this standard should be applied broadly. The goal is not to make it hard for people to qualify for protection.
For example, a person with a serious hearing impairment may have trouble hearing speech and taking part in conversations. This can affect communication, which is a major life activity.
Another person may have a condition that affects concentration, learning, or sleep. Depending on the facts, that condition may also meet the definition.
The assessment should consider the person and their situation. A diagnosis alone does not always settle the question, and not every health condition meets the legal definition.
The ADA also recognizes that an impairment may substantially limit one major life activity without limiting others.
Example: A person may work, walk, and care for themselves but still have a disability under the ADA because an impairment substantially limits another major life activity.
4. What Are Major Life Activities Under the ADA?
Major life activities are important actions people do in daily life. The ADA also includes key functions of the body’s systems.
The law provides examples, but the list is not complete. Other activities or bodily functions may also qualify.
Major life activities include:
- Walking, standing, lifting, and bending.
- Seeing, hearing, speaking, and breathing.
- Eating, sleeping, and caring for oneself.
- Reading, learning, thinking, and concentrating.
- Communicating and performing manual tasks.
- Working and carrying out everyday activities.
The ADA also covers major bodily functions. These include the immune system, brain, digestive system, circulatory system, and reproductive system, among others.
Consider a person whose digestive condition greatly affects normal digestive function. Even if the person can walk and work, the condition may still meet the definition of disability.
Likewise, an impairment that affects brain function may affect learning, thinking, or concentrating.
The important point is that disability is not limited to problems with movement. It can involve physical, mental, sensory, and internal bodily functions.
5. Examples of Conditions That May Qualify as Disabilities
The ADA can cover many types of physical and mental impairments. Some disabilities are easy to see, while others are not visible to other people.
Examples may include:
- Mobility impairments, such as conditions that affect walking.
- Vision impairments, including blindness or low vision.
- Hearing impairments, including deafness.
- Diabetes, which affects the body’s ability to manage blood sugar.
- Cancer, including some cases in which the condition is in remission.
- Epilepsy, which can affect brain activity.
- Autism, which may affect communication and other areas of daily life.
- Mental health conditions, such as major depression or post-traumatic stress disorder.
- Learning disabilities, which may affect reading or other learning tasks.
These are examples, not a complete list. Whether a condition meets the ADA definition depends on the applicable legal standard and the circumstances. Many conditions can qualify, and a person does not always need to show that they cannot work or carry out other daily tasks.
It is also important to remember that people with the same condition may have different experiences. One person’s needs may differ from another person’s needs.
The ADA focuses on the law’s definition of disability, not on stereotypes about what a person can or cannot do.
6. Does the ADA Cover Disabilities That Are Not Visible?
Yes. The ADA can protect people with non-visible disabilities, sometimes called invisible disabilities.
These are conditions that may not be obvious when someone looks at a person. They can affect thinking, sleep, energy, bodily functions, or other major life activities.
Examples may include certain mental health conditions, diabetes, epilepsy, and some chronic illnesses.
A person may look healthy but still face serious limits because of an impairment. For instance, someone with epilepsy may have periods when symptoms affect daily life. Someone with a mental health condition may struggle with concentration or sleep.
The ADA also recognizes that some conditions are episodic or in remission. This means symptoms may come and go, or a condition may improve for a period.
If an impairment would substantially limit a major life activity when active, it can still qualify as a disability under the ADA.
For example, a person may have a condition that causes severe symptoms only during certain periods. The fact that the person feels well at other times does not automatically rule out ADA protection.
People should not assume that someone has no disability simply because they cannot see it.
7. How the ADA Definition Affects Employment
The ADA protects qualified people with disabilities from discrimination in many parts of employment. This includes areas such as hiring, pay, job assignments, training, and other work-related decisions.
Employers covered by the law must not treat applicants or workers unfairly because of disability.
The ADA may also require a reasonable accommodation when a qualified employee or applicant needs one because of a disability, unless providing it would cause undue hardship.
A reasonable accommodation is a change to the way a job or workplace normally works. It helps a qualified person take part in the application process or perform essential job duties.
Examples may include:
- Providing accessible computer equipment.
- Adjusting a work schedule when appropriate.
- Making a workplace accessible.
- Providing certain communication aids.
- Changing how or where some tasks are performed, when reasonable.
For example, a qualified employee with a hearing impairment may need written instructions or suitable communication support.
An employer should consider the actual request and the job’s needs instead of relying on assumptions about disability.
However, the ADA does not require every requested change in every situation. The rules depend on the circumstances, the employer’s obligations, and whether the accommodation would create undue hardship. Also, protection under the “regarded as” part alone does not create a right to reasonable accommodation.
8. How the ADA Definition Applies to Public Places and Services
The ADA also protects people with disabilities when they use many public places and services.
This can include shops, restaurants, hotels, theaters, and other businesses that serve the public. Separate ADA rules apply to state and local government services and programs.
The goal is to reduce barriers that prevent people with disabilities from taking part in everyday life.
For example, a restaurant may need to provide an accessible route for a customer who uses a wheelchair. A business may need to make reasonable changes to a policy so a person with a disability can use its services.
Other examples include accessible public facilities, communication aids, and changes that help people take part in government programs.
The exact duties depend on the type of organization, the service it provides, and the relevant ADA rules.
A disability does not have to be visible for a person to receive protection. Someone with a non-visible impairment may also be protected if they meet the relevant legal requirements.
The ADA definition helps determine who is covered, while other parts of the law explain what a business or public body must do.
9. How the ADA Considers Medication and Other Support
The ADA has special rules for deciding whether an impairment substantially limits a major life activity.
In general, the assessment must not count the helpful effects of many mitigating measures. These are treatments, devices, or strategies that reduce the effects of an impairment.
Examples include:
- Medication.
- Hearing aids and other assistive devices.
- Prosthetic limbs.
- Mobility devices.
- Assistive technology.
- Certain learned ways of adapting to a condition.
For example, a person may use medication to manage a condition. The fact that the medication helps does not automatically mean the underlying impairment falls outside the ADA definition.
Likewise, a person who uses a mobility device may still have a disability even if the device helps them move around.
There is an important exception for ordinary eyeglasses and contact lenses. Their helpful effects are generally considered when assessing whether an impairment substantially limits a major life activity.
These rules help prevent a person’s access to protection from depending only on how well treatment or support controls their symptoms.
10. Common Misunderstandings About the ADA Definition
People often misunderstand the ADA definition because they think disability must be severe, visible, or permanent.
The law is broader than these assumptions.
Misunderstanding 1: A person must be unable to work.
This is not true. A person may work successfully and still have a disability that substantially limits another major life activity.
Misunderstanding 2: Only physical disabilities count.
The ADA covers qualifying mental impairments as well as physical impairments.
Misunderstanding 3: A disability must be visible.
Many covered conditions are not obvious to other people.
Misunderstanding 4: A condition must cause limits every day.
An impairment that is episodic or in remission may still qualify if it would substantially limit a major life activity when active.
Misunderstanding 5: Every medical condition automatically qualifies.
Not every condition meets the legal definition. The facts and applicable rules matter.
Misunderstanding 6: A person must have a record of disability to be protected.
No. The ADA has three separate parts to its definition. A person may qualify under the actual-disability part without relying on a past record.
Understanding these points helps people avoid unfair assumptions. It also makes it easier for employers, businesses, and public bodies to understand their duties under the law.
People Also Ask About ADA Definition of Disability
1. What is the ADA definition of disability in simple words?
The ADA defines disability as a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having one.
2. What are the three parts of the ADA disability definition?
The three parts are an actual disability, a record or history of a qualifying disability, and being regarded as having a disability because of an actual or perceived impairment.
3. What does “substantially limits” mean under the ADA?
It means an impairment limits a major life activity compared with most people in the general population. The standard is interpreted broadly, and a person does not need to be unable to perform the activity.
4. What are major life activities under the ADA?
They include activities such as walking, seeing, hearing, breathing, sleeping, reading, learning, thinking, communicating, and working. They also include major bodily functions, such as brain, immune, and digestive functions.
5. Does the ADA cover mental health conditions?
Yes. Mental health conditions may qualify when they meet the applicable definition. The ADA can cover conditions that substantially limit major life activities, and it may also protect people with a record of a qualifying impairment.
6. Does a disability have to be permanent to qualify under the ADA?
No. The law does not require every qualifying impairment to be permanent. Episodic conditions and conditions in remission may qualify. However, the “regarded as” part excludes impairments that are both minor and transitory, meaning they last or are expected to last six months or less.
Conclusion
It includes actual impairments that substantially limit major life activities, records of qualifying impairments, and certain cases in which a person is regarded as having an impairment.
Disability can be visible or non-visible, ongoing or episodic. Understanding the definition helps people learn about their rights and responsibilities. For a specific legal question, consult the official ADA guidance or a qualified legal professional.
I am Amanda Green, turning simple words into blooming puns and colorful jokes here at Punzbloom.
I write humor that’s light, witty, and made to brighten your mood.
