{"id":3634,"date":"2019-02-21T11:56:50","date_gmt":"2019-02-21T16:56:50","guid":{"rendered":"http:\/\/employerdefensereport.com\/?p=3634"},"modified":"2026-03-20T11:45:58","modified_gmt":"2026-03-20T15:45:58","slug":"court-ruling-further-clarifies-ada-website-accessibility-obligations","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/court-ruling-further-clarifies-ada-website-accessibility-obligations\/","title":{"rendered":"Court Ruling Further Clarifies ADA Website Accessibility Obligations"},"content":{"rendered":"

Over the past several years, we have written extensively about employers’ obligations to make their websites accessible for individuals with visual, hearing and physical impairments.\u00a0 In the past, we have counseled employers who are considered a “place of public accommodation” (such as a hotel, restaurant, place of recreation, doctor\u2019s office, etc.) to at the very least do some due diligence to determine whether their websites are accessible for disabled users, so that those individuals can use and navigate those websites and\/or purchase goods sold on\"Website\u00a0the websites.\u00a0 (For more information about the developing law on this issue, check out our prior posts here<\/a>\u00a0and\u00a0here<\/a>.)\u00a0 Now, for the first time, a U.S. Court of Appeals has ruled on this issue and has confirmed that so long as there is a “nexus” between a company’s website and a physical location (which is typically the case), a company must make its website accessible or risk significant legal exposure for violating the Americans with Disabilities Act (“ADA”).<\/p>\n

(As a reminder, although not the subject of this blog post, we have also written about a second consideration here<\/a>\u00a0regarding website accessibility that applies only to hotels and other places of lodging and currently is the subject of a tremendous amount of litigation.\u00a0 Specifically, the implementing regulations of Title III of the ADA require a hotel\u2019s website to provide information regarding various accessibility features at its property, so that a mobility impaired individual can determine whether he or she can navigate the public areas and guestrooms at the property.).<\/p>\n

<\/p>\n

By way of background, Title III of the ADA prohibits discrimination against individuals on the basis of disability with regard to their participation and equal enjoyment in places of public accommodation.\u00a0 These types of issues historically have arisen in brick-and-mortar buildings and involve issues such as lack of accessible tables in restaurants, insufficient ramps, and inaccessible bathrooms, and Congress has never issued any regulations expanding the ADA\u2019s application to websites.\u00a0 Nonetheless, the Department of Justice (\u201cDOJ\u201d) has emphasized that businesses should make websites accessible to disabled individuals by relying on a set of private industry standards developed by the World Wide Web Consortium known as the Web Content Accessibility Guidelines (\u201cWCAG\u201d).<\/p>\n

As a result, most of the law regarding website accessibility has resulted from court decisions.\u00a0 While at first courts ruled on both sides of the issue, the recent trend has been for courts to find that businesses are required<\/span> to make their websites accessible, so long as the website has a significant “nexus” to a physical location.\u00a0 For example, in June 2017, a federal district court in Florida found that a grocery store, Winn-Dixie, violated the ADA because its website denied a patron the full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations that Winn-Dixie offers to its sighted customers.\u00a0 In requiring Winn-Dixie to make its website accessible, the court found that the website was regulated by Title III of the ADA because it is closely integrated with and had a nexus to the physical locations and is a \u201cgateway\u201d to the stores.<\/p>\n

Several months later, in\u00a0Andrews v. Blick Art Materials, LLC<\/em>, a federal district court in New York went even further than the Winn Dixie\u00a0<\/em>court in ruling that websites are places of public accommodation which people with disabilities have a substantive right to access.\u00a0 Indeed, the Andrews\u00a0<\/em>court\u00a0concluded that any<\/em> website which offers direct sale of goods or services is on its own a public accommodation, even if that website does not have a nexus to a physical location.<\/p>\n

Now, for the first time, a U.S. Court of Appeals has ruled on this issue.\u00a0 In Robles v. Domino’s Pizza, <\/em>the plaintiff alleged that Domino’s was discriminating against him by preventing him from being able to use the website in violation of the ADA because his screen-reading software was not compatible with Domino\u2019s website. On January 15, 2019, the Ninth Circuit issued its decision agreeing with the plaintiff and affirming the lower court\u2019s decision finding that the ADA applies to Domino\u2019s website. \u00a0In particular, the Ninth Circuit held that Domino’s violated Title III of the ADA because its website\u2019s incompatibility with screen reader software impedes access to the goods and services of its physical pizza franchises. \u00a0In so holding, the Ninth Circuit rejected Domino\u2019s argument that the Justice Department\u2019s failure to offer formal guidance on the website\u2019s ADA status violated its Fifth Amendment right to due process.\u00a0 As a result, the Ninth Circuit has now become the first federal appeals court to embrace the \u201cnexus\u201d approach to website accessibility as set forth in the Winn-Dixie <\/em>case.\u00a0 You can read the entire decision\u00a0here<\/a>.<\/span><\/p>\n

This Ninth Circuit decision, coupled with the other recent federal court decisions on this issue (along with the DOJ\u2019s future issuance of regulations regarding website accessibility), should put companies on notice of the potential for significant legal exposure for website accessibility issues.\u00a0 Although this ruling technically only applies to employers in states governed by the Ninth Circuit (California, Oregon, Washington, Arizona, Nevada, Idaho, Montana, Alaska, and Hawaii), it confirms the trend that has been developing in courts nationwide the past several years.\u00a0 Thus, unless extremely unusual circumstances exist, employers should abide by this decision regardless of the state(s) in which they operate.\u00a0 Therefore, any retailer, hotel, hospitality company or other place of public accommodation that has not already done so should immediately begin testing its website\u2019s accessibility and then implement any changes that are necessary to improve accessibility.\u00a0 It is essential for companies to involve legal counsel in conducting such website accessibility tests and remediation efforts in order to preserve attorney-client privilege, so that the results of these accessibility tests are shielded from discovery and cannot get into the hands of a potential plaintiff.\u00a0 Companies should also consider creating and\/or adopting a website accessibility policy that is consistent with the requirements set forth in the WCAG, and require training and compliance with those requirements.<\/p>\n

As always, we will continue to keep you updated on additional developments in this constantly evolving area of the law.<\/p>\n","protected":false},"excerpt":{"rendered":"

Over the past several years, we have written extensively about employers’ obligations to make their websites accessible for individuals with visual, hearing and physical impairments.\u00a0 In the past, we have counseled employers who are considered a “place…<\/p>\n","protected":false},"author":22,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[815],"tags":[831,857],"class_list":["post-3634","post","type-post","status-publish","format-standard","hentry","category-discrimination-harassment-retaliation","tag-accessibility-ada-accommodations","tag-hospitality-retail"],"acf":[],"yoast_head":"\nCourt Ruling Further Clarifies ADA Website Accessibility Obligations - Employer Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/employer-defense-report\/court-ruling-further-clarifies-ada-website-accessibility-obligations\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Court Ruling Further Clarifies ADA Website Accessibility Obligations - Employer Defense Report\" \/>\n<meta property=\"og:description\" content=\"Over the past several years, we have written extensively about employers’ obligations to make their websites accessible for individuals with visual, hearing and physical impairments.\u00a0 In the past, we have counseled employers who are considered a “place…\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/court-ruling-further-clarifies-ada-website-accessibility-obligations\/\" \/>\n<meta property=\"og:site_name\" content=\"Employer Defense Report\" \/>\n<meta property=\"article:published_time\" content=\"2019-02-21T16:56:50+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-20T15:45:58+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/02\/website-accessibility-picture.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"430\" \/>\n\t<meta property=\"og:image:height\" content=\"346\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Jordan B. 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