I’m in the final stages of accepting a new role. The position is fully remote across most of the U.S., but in a few specific cities the company requires a hybrid schedule — and I happen to live in one of those cities.

Because of a documented medical condition, I’ll need to request a reasonable accommodation to work remotely full‑time. The essential functions of the job can be performed remotely, and the company already allows remote work in most locations, so I’m trying to figure out the safest

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timing for submitting the request without risking the offer being pulled. I’m also trying to understand how companies typically evaluate remote‑work accommodations when the role is already remote almost everywhere else.

That's a tricky situation. It's usually best to be upfront about needing an accommodation. And if you've got a medical condition, you should let them know. If you accept an offer based on it being hybrid, and then you say you can't do it, that probably won't be well received.

They don’t have to go through the interactive process until I’m an employee which is after I sign the offer. It’s also a gross way for companies to just not hire people who need accommodations, or with a disability. They could pull the offer and say it was for some other reason, because they know if they admit it they’ll find themselves in a potential lawsuit because that’s illegal. Clearly they can accommodate since the role is remote across the country

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