Give your people a confidential way to ask — and give yourself a documented good-faith process.
NDaccommodations is the engagement layer that sits in front of conflict. Your neurodivergent employees get an affirming, private way to raise what they need — without being forced to disclose more than they're comfortable with. You get a clear, defensible record that you offered support and engaged in good faith. The same spend that helps the employee lowers your litigation exposure.
The accommodation is rarely expensive. Getting it wrong is — and AI is raising the stakes.
Three forces are converging on the same pressure point: discrimination claims are climbing, more of your workforce is openly neurodivergent, and AI-driven restructuring is forcing fast, subjective performance calls. That's exactly the territory where accommodation and retaliation exposure lives.
EEOC discrimination charges hit 88,531 in FY2024 — the third straight annual increase, with disability cited in 38%. Retaliation and failure-to-accommodate filings are among the fastest-growing.
15–20% of people are neurodivergent, and more openly so. Real support needs are surfacing that most organizations aren't yet equipped to meet.
As roles are re-scoped and headcount cut under "efficiency," performance and termination decisions get faster and more subjective — colliding directly with employees who have unmet or undisclosed accommodation needs.
What this means for you: in an AI-driven restructuring, every "efficiency" decision now carries accommodation and retaliation exposure. The mitigation is a documented, good-faith interactive process — communication on the record, before a decision becomes a claim.
General background, not legal advice. Figures are directional, drawn from EEOC, JAN, and DOL public sources. Your counsel owns application to specific cases.
The accommodation is rarely expensive. The missing process is.
Discrimination charges are climbing and disability is now one of the most-cited issues — yet the support itself almost always costs little or nothing. What turns a routine request into a costly claim is silence, delay, or a conversation no one documented. Your exposure isn't the accommodation. It's the absence of a good-faith process around it.
About half of accommodations cost nothing to grant, and the median one-time cost is roughly $300 (JAN/DOL). The "undue hardship" objection rarely holds up.
EEOC charges hit 88,531 in FY2024 — the third straight annual rise. Retaliation and failure-to-accommodate filings are among the fastest-growing.
One accommodation or retaliation claim costs $40K–$150K+ to defend — many multiples of the support that would have resolved it early.
This is general background, not legal advice. NDaccommodations facilitates and documents the interactive process; your counsel owns application to specific cases. Figures are directional, drawn from EEOC, JAN, and DOL public sources.
A standing record that you offered support and engaged in good faith.
Providing employees a confidential, affirming way to navigate accommodations — and encouraging its use — isn't just goodwill. It's a documented, good-faith step that directly mitigates your litigation exposure. Judy does three things that counsel and HR teams aren't resourced to do at scale.
Systematizes the interactive process
Every request can start with the same affirming, structured support flow — helping the employee organize what is happening and helping the employer engage consistently rather than depending on which manager picked up the phone.
Documents good faith on both sides
Judy produces a clean, dated, factual record of the request and every reply — the written "cooperative dialogue" that jurisdictions like NYC require and that turns your highest-risk moment into your strongest evidence.
Surfaces low-cost options before disputes form
Needs reach you framed in clear, role-relevant, reasonable terms — early, while they're still cheap to solve. Most resolve long before they could ever harden into a complaint or a claim.
From first ask to issued letter — a clear record at every step.
When an employee starts with Judy, the interactive process runs the same defensible way each time. Judy captures and structures the request; expert reviewers confirm what's reasonable; and every step is documented. You get the good-faith record without ever running the intake yourself.
Capture
The AI agent collects the employee's situation and needs — ND-affirming, against a structured intake.
Structure
Self-ID, clinical context, and role detail are organized into one complete, usable file.
Schedule
Books the intake review plus the Wellbeing Advisor and Accommodations Expert appointments.
Wellbeing
A therapist or physician identifies what support helps the employee's wellbeing, and why.
Reasonable-fit
Confirms what's "reasonable" and shapes options aligned to the role's essential functions.
Deliver
Both approve and the letter is issued — or, if denied, the consult converts to expert-led mediation.
Two depths, one process. On the self-serve subscription, the employee can take Judy's structured summary letter straight to HR. For the full consult — ideally employer-paid as a reasonable accommodation — expert reviewers run the complete flow and issue a defensible, role-specific letter.
What the process produces
Whatever path an employee takes, your organization ends up with the same thing: a clear, documented record of good-faith engagement.
A structured summary for HR
The employee brings a clear, plain-language summary of what helps them and why it's reasonable — framed so your team can respond, not decipher.
A defensible accommodation letter
An expert-reviewed, role-specific letter your team can act on with confidence — documenting good faith on both sides, ready for the file.
Expert-supported mediation
Rather than a dispute, a neutral Accommodations Expert and Wellbeing Advisor meet with both sides to find a reasonable path — de-escalation, on the record.
Employees get heard without over-disclosing. You still get the record.
The reason people don't ask is fear: disclosing feels clinical, exposing, and risky. Judy removes that barrier. It meets the employee on their terms and never requires a diagnosis to begin — so needs surface early, and you get documented engagement without ever holding sensitive health detail you don't need.
For your employee — safe to ask
- A private, affirming front door — self-identification is enough, no diagnosis gate to start
- They choose the pace, format, and how much detail they share — never an interrogation
- Their experience is validated, and the ask is framed in their own words
- Less fear, less masking, less quiet burnout — a real reason to stay
For your organization — protected, not exposed
- A documented record of genuine, good-faith engagement on every request
- Requests arrive role-relevant and specific — your team responds, not deciphers
- Sensitive clinical detail stays with the employee and the expert layer, not in your inbox
- Conflict defused upstream, before it becomes a complaint or a claim
Assistive technology is already a recognized accommodation — exposure lives in failing to engage.
This isn't a novel theory. Across federal law and the states where we operate, tools that help an employee perform are an established category of reasonable accommodation — and the obligation that carries the most weight is the duty to engage in a good-faith process. That's exactly the part NDaccommodations creates a record of.
Your exposure usually isn't the cost of the accommodation. It's the failure to engage — and several states make that failure independently actionable.
California and Oregon make a failure to engage actionable on its own; NYC requires a written dialogue. Judy is the engine that creates that defensible record — at the moment the accommodation question arises, for $50–$600 a case, versus a whole-headcount benefit barely anyone uses.
General background, not legal advice. The strong-form claim that Judy is the accommodation is held for counsel sign-off; until confirmed, the framing is that NDaccommodations facilitates and documents the interactive process. Case-law references are principle-level only; your counsel owns application.
Bring ND-affirming accommodation support to your whole organization.
Beyond individual cases, we work with employers directly as a consulting and services engagement — building the policy, governance, and ongoing support that make the interactive process consistent and defensible across your org. Every engagement is scoped to your organization, so pricing is custom. Tell us a little about your team and we'll prepare a tailored proposal.
ND-forward policy & governance review
A consulting engagement that assesses your current accommodation process and builds an ND-affirming framework around it — with Squirrel Space as channel partner.
- Review of current accommodation & interactive-process policy
- ND-forward framework, manager guidance, and templates
- Documentation standards that hold up to scrutiny
Accommodation support as a service
Ongoing, ND-fluent support for your people and HR teams — the affirming listening and translation your team isn't resourced to do, handled by ours.
- Expert wellbeing-advisor and accommodations-expert access
- Role-relevant request framing and mediation when needed
- Reduces load on HR and internal counsel
Ongoing governance & reporting
A recurring partnership that keeps your inclusive-design practice current — with aggregate, privacy-preserving reporting so People and DEI teams can see where to act.
- Recurring policy review and refresh
- Aggregate, de-identified trend reporting
- Squirrel Space certification pathway
These are consulting and professional-services engagements — not a per-seat software subscription. Scope, deliverables, and fees are confirmed per engagement. We provide ND-affirming policy, coordination, and documentation, and do not provide legal, medical, or mental-health advice; your counsel owns legal application.
Want Judy as an internal ND support agent for your team?
Some organizations want to offer Judy directly to employees as an always-available, confidential internal agent — a standing front door for ND-affirming guidance, built into your environment. This is a separate, software-based engagement, quoted to your footprint and configuration.
Pricing is built around your team size and configuration — not a fixed list price. Beyond the core deployment, engagements may include data storage, integrations, API access, and usage-based processing, depending on what you need.
Because it's tailored to your environment, we put together a custom quote after a short conversation. The same intake below kicks it off — just mention you're interested in the internal agent.
Try Judy yourself.
This is the same ND-affirming agent your employees would meet. She sets the chat up for how each person thinks, gathers context on their terms, and never gives legal advice or diagnoses. Have a look.
Tell us about your team and we'll prepare a tailored proposal.
There's no standard price list — every engagement is scoped to your organization. Share a few details and we'll come prepared with options and pricing built for your team. No commitment, just a conversation.
What happens next
We'll review what you send, prepare options suited to your size and location, and reach out to set up a walkthrough — typically within a couple of business days.
We only use these details to prepare for our conversation. Nothing is shared, and there's no obligation.
Turn your riskiest conversations into your strongest evidence of good faith.
Every engagement is scoped to your organization. Tell us about your team and we'll prepare options and pricing built for you — no commitment, just a conversation.
Meet with us →