Senior Professional in Human Resources (SPHR) Certification Practice Exam 2026 - Free SPHR Practice Questions and Study Guide

The Americans with Disabilities Act (ADA) is the key labor law that must be considered when an employee discloses a bipolar disorder diagnosis. The ADA is designed to protect individuals with disabilities from discrimination in various aspects of employment, including hiring, firing, promotions, and workplace accommodations. Since bipolar disorder is classified as a mental disability under the ADA, employers are legally required to provide reasonable accommodations for employees with such conditions, as long as these accommodations do not impose an undue hardship on the business.

Understanding the provisions of the ADA is crucial for HR professionals because it ensures that they can foster an inclusive work environment while also complying with federal regulations. This includes working with employees to identify effective accommodations that enable them to perform their job duties effectively.

The other labor laws mentioned do not specifically address the issues related to mental health conditions like bipolar disorder. The Occupational Safety and Health Act focuses on workplace health and safety standards, but it does not cover discrimination based on mental health conditions. The Drug-Free Workplace Act pertains to substance abuse prevention in the workplace and is not relevant to the protections offered for mental health conditions such as bipolar disorder. Therefore, the most relevant law in this context is indeed the Americans with Disabilities Act.