Essential functions are the basic job duties.

ADA Regulations say that the following things should be taken into consideration when determining whether a job function is essential:

• The employer’s judgment about which functions are essential;
• Job descriptions that were written before a job was posted;
• The amount of time spent performing the function;
• The consequences of not requiring the person to perform the function;
• The terms of a collective bargaining agreement; and
• The work experience of others who have had, or currently hold, the same or similar positions.

For additional information, take a look at the following resources:

FAQ: Can an employer be required to reallocate an essential function of a job to another employee as a reasonable accommodation? [2]

Fact Sheet: Reasonable Accommodations in the Workplace [3]