That depends on the job. Also, it's not so much a matter of physical requirements; rather, it's a matter of "essential functions" you need to consider.

Essential functions are those that a person must be able to perform in the job, either unaided or with the assistance of a "reasonable accommodation."

Under the ADA, employers may not refuse to hire an otherwise qualified individual with a disability as long as that individual can perform the essential functions of the job with or without reasonable accommodation.

"Essential functions" are those duties that an individual must be able to perform, i.e., fundamental rather than marginal duties, and this is where job descriptions come in.

The Equal Employment Opportunity Commission enforces the ADA. In determining whether a function is essential, the EEOC frequently looks at the job description that the employer wrote before advertising the position or interviewing applicants. Job descriptions are not required under the ADA, and some employers may choose not to use them.

For most employers, detailing the essential functions in a job description helps ensure that applicants with disabilities are not rejected because they cannot perform marginal job duties.