It depends, but probably yes.
The ADA is a civil rights law that prohibits discrimination against
individuals with disabilities in all areas of public life, including
jobs, schools, transportation, and all public and private places that
are open to the general public. The purpose of the law is to make sure
that people with disabilities have the same rights and opportunities
as everyone else. The ADA guarantees equal opportunity for individuals
with disabilities in public accommodations, employment,
transportation, state and local government services, and
telecommunications. The ADA is divided into five titles (or sections)
that relate to different areas of public life.
Title 1 - Employment
This title is designed to help people with disabilities access the
same employment opportunities and benefits available to people without
disabilities. Employers must provide reasonable accommodations to
qualified applicants or employees. A reasonable accommodation is any
modification or adjustment to a job or the work environment that will
enable an applicant or employee with a disability to participate in
the application process or to perform essential job functions.
This portion of the law is regulated and enforced by the U.S. Equal
Employment Opportunity Commission (link is external). Employers with
15 or more employees must comply with this law. The regulations for
Title I define disability, establish guidelines for the reasonable
accommodation process, address medical examinations and inquiries, and
define “direct threat” when there is significant risk of substantial
harm to the health or safety of the individual employee with a
disability or others.
Does your Intranet site need to be ADA Compliant? To answer this we need to know:
- Does your company employ 15 or more individuals?
- Is accessing the Intranet an "essential job function?"
For help with the second question, please refer to this page on the same site linked above.
Essential functions are the basic job duties.
ADA Regulations say that the following things should be taken into
consideration when determining whether a job function is essential:
The employer’s judgment about which functions are essential; Job
descriptions that were written before a job was posted; The amount of
time spent performing the function; The consequences of not requiring
the person to perform the function; The terms of a collective
bargaining agreement; and The work experience of others who have had,
or currently hold, the same or similar positions.
EDIT: Based on your most recent comment it sounds like you are looking for some legally binding documentation. You might want to reach out to the EEOC. According to the FAQ I read here they are the government organization that oversees the enforcement of the law. They might be able to give you the documentation you are looking for.