The Americans with Disabilities Act (ADA) constitutes one of the most fundamental civil rights legislation in the United States. The statute has undoubtedly improved the lives of individuals with disabilities, particularly in increasing their access to employment opportunities. In addition to demanding an end to discriminatory practices against persons with impairment, the ADA requires employers to not only ensure equal access to employment opportunity irrespective of disability but also provide members of this groups with reasonable accommodations. Although there are changing attitudes towards individuals with disabilities due to the benefits that accrue to making accommodations for them, persons with disabilities still face negative perceptions from employers and co-workers, besides experiencing discrimination in hiring – both of which necessitate companies to provide them reasonable accommodations. This argumentative research paper explores the perceptions, discrimination, and benefits that accrue to the employment of individuals with disabilities. Many employers and coworkers are increasingly developing positive attitudes and perceptions towards individuals with disabilities. The existence of an elaborate legal framework on employment of people with disabilities substantially contributes to the changing attitudes toward disabled persons in the workplace. Title 1 of the ADA fundamentally seeks to protect persons with disabilities from all forms of discriminative practices in employment. The Act regards “disability” as either physical or mental impairment that substantially limits an individual’s major life activities, including the ability to breathe, see, hear, sit, stand, sleep, care for oneself, lift, or learn. Furthermore, the ADA extends its protection to individuals with a record of impairment and those perceived to have an impairment. Most important, Title 1 of the Act requires covered entities (corporations with more than 15 staff members, employment agencies, labor organizations, and joint labor-management committees) to ensure equal employment opportunity regardless of disability and offer reasonable accommodations for disabled workers. Increased awareness and compliance has improved perception of qualified employees with disabilities – individuals who satisfy the requirements of a position they hold or apply, and are capable of doing the core functions of the position, in the presence or absence of a reasonable accommodation. In a field experiment to test potential discrimination in employer hiring behavior, Ameri et al. (2015) established that the ADA has led to a significant reduction in the gap in employment between individuals who have disabilities and other employees. Furthermore, research findings confirm the changing attitudes and perceptions of persons with disabilities. In an attempt to understand employers’ perception of employees with developmental impairment, Morgan, and Alexander (2005) conducted a survey to compare the perception of employers who are experienced in hiring disabled workers with those with no experience in this function. The investigation focused on the participant’s location (small or large city), business (type and size), average experience, and academic qualification (Morgan " Alexander, 2005, p.42). The majority of participants who were experienced reported that employing disabled persons tended to work well and exhibited a higher likelihood of hiring them again. Equally, employers with limited experience were found to be receptive to recruiting individuals with impairment. The findings of this survey confirm the positive changes in employers’ attitudes towards persons with physical and mental challenges. In an early study, Olson, Cioffi, Yovanoff, and Mank (2001) established the same trend toward changing the perception of disabled persons. Through a survey distributed throughout the United States, Olson et al. (2001) examined employers’ attitude and perceptions toward individuals who are mentally retarded. The researchers found out that employers in corporations of all sizes (small, mid-sized, and large) exhibit favorable experience in hiring persons who are mentally retarded. Moreover, the study established that all employers appreciate the training that supported employment service providers offer employees with disabilities (Olson et al., 2001, p.128). Also, the research results showed that companies incur similar or lower costs on managing mentally retarded workers than non-disabled employees. These findings demonstrate that employers and coworkers are developing positive attitudes towards employees with disabilities, which translate to increased acceptance of this population into the workplace.