Update 2 Controlled Document Files as part of Accessibility Cross-Functional Project

Please report any relationship with a significant other or family member to your People Business Partner, if you find yourself in a reporting relationship with the significant other or family member. Furthermore, if two team members who are in a reporting relationship become significant others or family members in the course of their employment, they should also report the relationship to the People Business Partner. Transfers, promotions, and future work assignments will be made in accordance with all applicable anti-discrimination laws and policies.

## Individuals with Disabilities Policy

## Global Accessibility and Accommodations Policy

GitLab (“The Company”) complies with all applicable laws, which make it unlawful to discriminate in employment against a qualified individual with a disability. The Company prohibits discrimination against team members and applicants with disabilities in all aspects of employment. Our company’s commitment to this policy includes making reasonable accommodations to otherwise qualified persons with disabilities to enable them to perform the essential functions of their jobs, unless doing so would pose an undue hardship on our business, would pose a direct threat of substantial harm to the team member or others or is otherwise not required by applicable law. GitLab's approach to disability inclusion encompasses both individual accommodations and an ongoing commitment to supporting and improving accessibility.

### Global Accessibility Definition

Accessibility refers to the design of environments, systems, products, and services so that they can be used by all people — regardless of disability or difference — without the need for adaptation.

**Standard Equipment and Accommodations Framework**

**Standard Equipment:** Available to all team members. This includes ergonomic equipment, adjustable desks, and a standard home office setup accessed through regular processes and budgets. Individualized workplace modifications beyond standard equipment offerings may be provided as a reasonable accommodation/adjustment (see definition below) in accordance with applicable law.

### Global Reasonable Accommodation/Adjustment Definition

_Note: Specific legal standards for reasonableness vary by country. Please consult with your Team Member Relations Partner for any country-specific queries._

**Global Undue Hardship Definition

**Global Undue Hardship Definition**

An accommodation request would create an undue hardship (or disproportionate burden) if it would:

This assessment is made through a partnership between the team member, their manager, People Business Partners, Team Member Relations, and Legal, considering the specific essential functions of the role and departmental context.

### Global Accessibility Definition

Accessibility refers to the design of environments, systems, products, and services so that they can be used by all people — regardless of disability or difference — without the need for adaptation.

### Team Members Requesting Accommodations

Please submit your request for an accommodation by submitting a ticket in HelpLab. Your answers will be viewed only by the Team Member Relations Team (TMR), and only the requested accommodation(s) will be shared with your Manager/PBP as needed.

Team Members are under no obligation to provide GitLab with a diagnosis, but you may be asked questions related to how your condition impacts your ability to perform the essential functions of your job, in accordance with applicable law. The TMR will provide you with any necessary paperwork, and assist you with your request.

**Equipment Procurement:** Any specialized equipment or technology beyond GitLab's standard offerings requires pre-approval before purchase. Equipment purchased without prior approval may not be reimbursed.  All requests can be submitted by opening an Accommodations ticket via HelpLab. 

- [U.S. Specific Policy](/handbook/people-policies/inc-usa/)

**Applicants Requesting Accommodations**

**Team Member Relations Team (TMR):** Will serve as a liaison between manager, team member/candidate, and the team member's or candidate's physician and will provide input to the team member's or candidate's request for a medical restriction and/or accommodation as it relates to the job requirements and working conditions, when appropriate. The TMR team will verify and/or clarify the team member's claim of a medical and/or medical restriction, when necessary, once an accommodation is requested. They will also monitor the need for the restriction beyond the expiration date of the restriction.

**Talent Acquisition:** Will assist the Team Member Relations team in identifying potential work assignments for which the candidate is qualified. They will also ensure accommodations are made available for the application process.

**Talent Acquisition:** In situations where a team member cannot perform their original role with/without reasonable accommodation, TA will assist the Team Member Relations team in identifying whether open roles exist for which the team member is qualified that could serve as a reasonable accommodation. They will also ensure accommodations are made available for the application process.

### Qualified Individuals with Disabilities

Qualified individuals with disabilities are defined as individuals with disabilities who can perform the essential functions of the job in question with or without reasonable accommodation. Per the Americans with Disabilities Act (ADA), a disability means, with respect to an individual: a physical or mental impairment that substantially limits one or more of the major life activities of such individual; a record of such an impairment; or being regarded as having such an impairment as described in [Section 36.105](https://www.ada.gov/regs2010/titleIII_2010/titleIII_2010_regulations.htm#a105), paragraph (f) of the ADA. So to clarify, you may have been or currently be diagnosed by a disability as per the ADA and not feel that it ***substantially*** limits your life activities and **still** self-identify as having a disability status.

Please find an overarching list of what can fall into the [disability defition per the ADA](https://www.ada.gov/regs2010/titleIII_2010/titleIII_2010_regulations.htm#a105), including but not limited to:

- Developmental disabilities, for example, cerebral palsy or autism spectrum disorder

- Traumatic brain injuries

- Deafness or serious difficulty hearing, benefiting from, for example, American Sign Language

- Blindness or serious difficulty seeing even when wearing glasses

- Missing extremities (arm, leg, hand and/or foot)

- Significant mobility impairments, benefitting from the utilization of a wheelchair, scooter, walker, leg brace(s) and/or other supports

- Partial or complete paralysis (any cause)

- Epilepsy and other seizure disorders

- Intellectual disabilities (formerly described as mental retardation)

- Significant psychiatric disorders, for example, bipolar disorder, schizophrenia, PTSD, or major depression

- Dwarfism

- Significant disfigurement, for example, disfigurements caused by burns, wounds, accidents, or congenital disorders

And not all disabilities are obvious to the eye. These are known as invisible disabilities. An invisible disability is a physical, mental, or neurological condition that can't be seen from the outside. But it can impact someone's movements, senses, or activities, according to the [Invisible Disabilities Association](https://invisibledisabilities.org/). Some examples of invisible disabilities include autism spectrum disorder, depression, diabetes, and learning and thinking differences such as ADHD and dyslexia. Invisible disabilities can also include symptoms such as chronic pain, fatigue, and dizziness.

GitLab values all team members for their strengths. We offer team members with disabilities — whether visible or invisible — an equal opportunity to succeed, to learn, to be compensated fairly, and to advance. True inclusion is about embracing differences.