You hired a strong veteran. Now they have asked for a quiet desk, written instructions, or a parking spot near the door. Maybe they did not ask at all, and you noticed they keep missing details in fast verbal handoffs. You want to do right by them. You also do not want to break a law or blow your budget.

This guide is for that exact moment. It covers three kinds of service-connected conditions that show up at work: traumatic brain injury (TBI), hearing loss, and mobility limitations. These are physical and cognitive needs. They are not psychological. We have a separate guide for PTSD and psychological conditions, so this one stays in its lane.

The good news for a midsize company: the legal framework is simpler than it looks, and most fixes are cheap or free. Let me walk you through what the law asks, what each condition usually needs, and how to handle the conversation without making it weird.

What does the ADA actually require from an employer?

The Americans with Disabilities Act (ADA) is the rulebook here. Title I covers employment. It applies to employers with 15 or more employees, and that includes state and local governments per the ADA.gov overview of the law. If you have a midsize headcount, you are covered.

The core idea is short. You must give a qualified employee with a disability a reasonable accommodation so they can do the essential parts of the job. The EEOC defines a reasonable accommodation as any change to the job or work setting that lets that person perform their work.

You do not have to do this if it causes undue hardship. That means significant difficulty or expense for your business. The bar is real, but it is higher than most managers think. A $40 headset is not undue hardship. We will come back to cost later.

A few things to get straight before we go further. A veteran does not need a 100% rating, a specific percentage, or even a VA letter to ask for an accommodation. The ADA looks at whether the condition limits a major life activity, not at a disability rating. And the DD-214 is a discharge document. It is not proof of a medical condition and it is not where this conversation starts.

How does the interactive process work?

The ADA expects you to talk it out. This back-and-forth has a name. It is called the interactive process. It is not a form. It is a conversation between you and the employee to figure out what they need and what works for the business.

The employee starts it by telling you an accommodation is needed. They do not have to use the word "accommodation." If a veteran says "I lose track in long verbal briefings, can I get the agenda in writing," that is a request. Treat it as one.

Here is the flow that keeps you clean and keeps the employee supported.

You can ask for medical documentation if the disability or need is not obvious. Keep that paperwork separate from the personnel file and treat it as confidential. Do not share the diagnosis with the team. The manager only needs to know the accommodation, not the medical reason behind it.

How do you accommodate a veteran with a TBI?

A traumatic brain injury is common in the post-9/11 generation. Blast exposure, vehicle accidents, and training injuries all cause it. The effects are cognitive, not physical. Think memory, focus, organization, and fatigue. These are also the symptoms most managers misread as "careless" or "not a team player." They are neither.

The fixes are mostly about structure and quiet. The Job Accommodation Network (JAN) page on TBI lists low-cost ideas that map to each barrier.

Memory and following instructions

Give instructions in writing, not just out loud. A quick email after a verbal handoff works. Let the employee record meetings or take notes on a phone. Checklists for repeating tasks help a lot. So do reminder apps and a written daily plan.

Focus and distraction

Move the desk away from high-traffic areas. Offer noise-canceling headphones. A door, a cubicle shield, or a private room for deep work can change everything. Let them do focused tasks during quiet hours.

Time and fatigue

Allow extra time on tasks that need heavy concentration. Break big projects into smaller steps with clear due dates. Flexible scheduling and short rest breaks help manage cognitive fatigue. None of this lowers the standard of the work. It just changes how the work gets done.

How do you accommodate a veteran with hearing loss?

Hearing loss and tinnitus are among the most common service-connected conditions. Gunfire, aircraft, engines, and blasts all take a toll over a career. The degree varies a lot. Some veterans need almost nothing. Others need real tools. Ask the person, do not assume.

Most hearing accommodations fall into a few buckets. JAN's guidance on hearing impairment accommodations breaks them down clearly.

The pattern is simple. Give information in more than one way. If something important is only ever said out loud, a person with hearing loss is set up to fail. Add a written or visual channel and the problem mostly goes away. The rest of your team will quietly thank you too, because clear written follow-ups help everyone.

One safety note. If your worksite uses audible alarms, you need a visual alarm for an employee who cannot hear it. That is not a nice-to-have. It is a safety baseline.

How do you accommodate a veteran with mobility limitations?

Mobility limitations cover a wide range. Limb loss, joint damage, chronic back and knee injuries, and the use of a cane, prosthetic, or wheelchair all fit here. Many are service-connected and many do not show on the surface. A veteran with a bad back from years of carrying gear may look fine and still struggle with a long walk or a full day standing.

Accommodations here are physical and often one-time. Once you fix the space or the equipment, you are done.

Telework is worth a hard look. For many office roles it removes the barrier completely and costs you nothing. If the job can be done from home, that is often the cleanest fix of all.

Keep one thing front of mind. The goal is to remove the barrier to the work, not to lower the standard of the work. A veteran asking for a chair that does not wreck their back is asking to do the job well, not to do less of it.

What do these accommodations actually cost?

This is the question that scares managers, and the data is on your side. Most accommodations are cheap. Many are free.

JAN runs an ongoing study of real employers. The numbers are clear. According to JAN's research on accommodation costs, most accommodations that cost anything come with a small one-time price tag, and a large share cost nothing at all.

JAN's data shows 61% of accommodations cost nothing. Of the ones that do cost money, the typical one-time expense runs around $300. Think about what that buys. A captioning app subscription. A good chair. A headset. A reserved parking sign. These are not budget-breakers.

Compare that to the cost of losing a trained employee and starting a hire over. The math is not close. A few hundred dollars to keep a disciplined, reliable veteran on the team is one of the better returns you will find. This is also why the undue-hardship defense rarely applies to a midsize company. The cost almost never rises to "significant difficulty or expense."

Why this matters for hiring veterans in the first place

Some employers get nervous about service-connected conditions and quietly screen veterans out. That is a mistake, and it is also illegal under the ADA. It also throws away one of the strongest talent pools you can find.

Veterans bring discipline, mission focus, and a habit of getting the job done. Whatever they have in front of them, they find a way. A TBI, hearing loss, or a bad knee does not erase any of that. With a $40 headset or a written task list, you keep all of it.

Handling accommodations well is part of being a place veterans want to work. It connects to how you run interviews, how you onboard, and how your managers lead. If you want the full picture, start with our veteran-inclusive workplace checklist. Then make sure your interviews stay clean by reviewing the questions you cannot legally ask a veteran, because asking about a disability in an interview is a fast way to land in trouble.

Once a veteran is on the team, the work shifts to keeping them. A solid 90-day onboarding plan sets the tone, and the way you train your managers to retain veteran hires decides whether they stay. Accommodations are a piece of that. Get them right and you remove a reason to leave. There is real data on why veterans stay with employers who get this right, and it pays off in lower turnover.

Where to find veteran talent worth accommodating

None of this works if you are not hiring veterans to begin with. That is where Best Military Resume comes in. BMR maintains a growing pool of veteran and military-spouse candidates who have built out full, civilian-ready profiles.

The pool is fresh and it keeps growing. More than 1,000 new candidate profiles are added every month, and the platform has helped build over 60,000 resumes. That is a steady, current supply of candidates across fields like IT, logistics, project management, security, and skilled trades. You are not digging through stale databases. You are reaching people who are actively building their next career.

If you want to hire from a community that brings the kind of discipline and reliability worth a small accommodation, reach out to access BMR's veteran talent pool. We will help you connect with candidates who fit your open roles.