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Grainger will provide reasonable accommodations, when possible, to team members with protected disabilities. Team members who require an accommodation to perform essential job functions should notify his or her supervisor, facility or department manager or any Human Resources representative of the need. Accommodations are determined on a case-by-case basis. 

In partnership with Grainger, team members will be asked to seek and evaluate alternatives and reasonable accommodations. And team members may be asked to provide information supporting the request.  Any medical information provided will be kept as confidential as possible. This information may include, but is not limited to:

  • Medical information from the team member's doctor 
  • Evaluation by a Grainger-selected doctor or other individual to determine the necessity and to provide information concerning possible accommodations.

Accommodation options may include:

  • Restructuring the job
  • Modifying work schedules
  • Leaves of absence
  • Acquiring or modifying equipment or devices
  • Providing qualified readers or interpreters
  • Reviewing current vacancies to determine if transfer is possible

Grainger will evaluate the reasonableness of the requested accommodation taking into account factors including, but not limited to:

  • Whether the team member can perform the job safely
  • The effectiveness of the accommodation in enabling the team member to perform the essential functions of the job
  • The impact of the accommodation on the operational needs of Grainger
  • The overall financial resources of Grainger
For more information, review the flier and Grainger's ADA Workplace Accommodation Guidelines.