24 C.F.R. § 8.53
§ 8.53 Designation of responsible employee and adoption of grievance procedures. (24 CFR Part 8)
Operative Text
(a) Designation of responsible employee. A recipient that employs fifteen or more persons shall designate at least one person to coordinate its efforts to comply with this part. (b) Adoption of grievance procedures. A recipient that employees fifteen or more persons shall adopt grievance procedures that incorporate appropriate due process standards and that provide for the prompt and equitable resolution of complaints alleging any action prohibited by this part. Such procedures need not be established with respect to complaints from applicants for employment or from applicants for admission to housing covered by this part.
Under 24 CFR Part 8 § 8.53, housing program recipients that employ fifteen or more people are required to take two organizational steps: designate at least one staff member to oversee compliance with the disability nondiscrimination requirements of Part 8, and establish internal grievance procedures that meet due process standards and allow complaints to be resolved promptly and fairly. These grievance procedures apply to existing tenants and employees, but the rule does not require them to cover people who are merely applying for employment or for admission to covered housing. The provision is part of the broader Section 504 framework prohibiting discrimination on the basis of disability in federally assisted housing programs.
Plain English — not legal advice.
Housing operators and program recipients covered by 24 CFR Part 8 § 8.53 who have fifteen or more employees generally maintain a written designation identifying the staff coordinator responsible for Part 8 compliance, and keep that designation current as personnel changes occur. Compliant organizations also maintain documented grievance procedures that outline how disability-related complaints are received, reviewed, and resolved in a timely and equitable manner consistent with due process. While § 8.53 does not require these procedures to extend to housing or employment applicants, many recipients choose to document how applicant inquiries are handled separately to demonstrate overall program accessibility.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
If you are a current resident in a federally assisted housing program covered by 24 CFR Part 8 § 8.53, you have the right to access a grievance process for complaints about actions prohibited under Part 8, such as disability-based discrimination. If a recipient with fifteen or more employees has not designated a compliance coordinator or established grievance procedures, that gap may itself be raised as a concern with the relevant HUD field office or through a formal complaint with HUD's Office of Fair Housing and Equal Opportunity. Tenant-rights organizations and legal aid offices familiar with Section 504 and HUD regulations can help you understand what remedies or complaint paths may be available under § 8.53.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated September 4, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
Effective Timeline
References Out
No outbound references recorded yet for this provision.
References In
No inbound references recorded yet for this provision.