Title I of the ADA focuses on employment practices. Effective implementation of the ADA has benefits to employers and labor unions beyond legal requirement concerns. These include the following.

Expanded Labor Pool
By broadening our receptivity to recruitment and retention of workers who have disabilities, we expand the available pool of labor as a possible workforce.

Good Human Resource Management
Many of the practices suggested to implement the ADA are extensions of existing good human resource practices and do not necessitate radical changes but expansion of existing policies.

Enhanced Productivity
Some of the workplace practices suggested to assist in the reasonable accommodation process, such as individual consultation with the individual worker, job and task analysis, and use of ergonomic analysis, are useful not only to assist the productivity of a worker with a disability, but to enhance the productivity of other workers in similar positions as well.

Disability Management/Cost Containment
Successfully supporting workers who have acquired disabilities and are returning to the workplace not only meets ADA compliance concerns but makes good sense for employers in terms of cost containment for Workers' Compensation and long-term disability costs.

Primary Prevention and Early Intervention
Assessing causes and possible prevention strategies of disablement in the workplace will assist in eliminating or lessening disability-related problems, a concern for both employers and workers.