OP referenced benefits from accommodations for employees who aren't recognized as disabled, so it seems pretty clear we're outside of the legal framework for workers with disabilities.
And, generally, they do buy those things for themselves. Though plenty of employers will allow employees to expense these sorts of things, along with tools like ergonomic keyboards. They're cheap, in comparison to the cost of employees.
Hell, maybe that's the example I should have led with. Some non-disabling health conditions might put someone at a heightened risk for carpal tunnel syndrome. Ergonomic tools seems like a no brainer, compared to hardship and learning to work harder.
The degree to which employers are willing to accommodate employees (with expendable benefits, etc.) is directly correlated with the expendability of said employees. If you're a 200k/yr programmer with a 60k cost to hire, you can expense whatever you want. If you're a 20k/yr cashier then you cannot. Are you suggesting this should change? If yes, can you elaborate as to why?
And, generally, they do buy those things for themselves. Though plenty of employers will allow employees to expense these sorts of things, along with tools like ergonomic keyboards. They're cheap, in comparison to the cost of employees.
Hell, maybe that's the example I should have led with. Some non-disabling health conditions might put someone at a heightened risk for carpal tunnel syndrome. Ergonomic tools seems like a no brainer, compared to hardship and learning to work harder.