What reasonable workplace accommodations actually look like

There’s a touchy topic in the world of chronic illness that most of us have to deal with at some point: how to navigate the workplace. I’m talking about the real-life version, not the picture-perfect, über-polished LinkedIn one.

It’s the reality of sitting in your car before walking into the office, already exhausted, trying not to break down in tears, wondering if today is the day your body cooperates. Or the day someone makes an underhanded comment about your “unique” schedule. Or the day you finally have to ask for an accommodation.

If you live with lupus or another chronic condition, the workplace can often feel like a strange mixture of hope and hypervigilance. We all want to do meaningful work and have purpose in our lives. And we can. Oftentimes, our brain is running 100 mph — but we must also consider energy levels, symptoms, medication side effects, doctor appointments, and flare triggers.

And if the physical overwhelm isn’t enough to deal with daily, there’s also the workplace culture.

Workplace culture can be tricky, even if you’ve been with a company for years. It can be even more challenging if it’s your first job after diagnosis. The mind often floods with questions: Will I trigger a flare? What if I get sick and miss a lot of time? Will they think I’m unreliable? Will co-workers gossip about my flexible schedule? Will people assume I’m getting “special treatment”?

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Accommodations are your right

Let’s pause right there, because we need to talk about workplace accommodations. First, let me say that an accommodation is not special treatment or a luxury. It is your legal right.

Under the Americans with Disabilities Act (ADA), employers with 15 or more employees are required to provide “reasonable accommodations” to qualifying employees — so long as those accommodations don’t create undue hardship for the employer.

Lupus and many other chronic illnesses can qualify as disabilities under the ADA if they substantially limit one or more major life activities. And yes, that can include fatigue, cognitive impairment (“brain fog”), mobility issues, or immune complications.

You might be wondering what a reasonable accommodation is and how to request one. Simply put, it’s a modification or adjustment that enables you to perform the essential functions of your job, such as:

• A flexible start time if mornings are difficult due to stiffness or fatigue
• Remote or hybrid work options
• Extra breaks during the day
• A quiet workspace to reduce overstimulation
• Adjusting overhead lighting if you have lupus photosensitivity
• Ergonomic equipment
• Modified workloads during flares
• Having an office closer to an elevator if mobility is an issue, or closer to a restroom if your condition warrants this
• Permission to attend medical appointments without being written up or penalized

These are just a few examples. Your accommodations will be unique to your needs and diagnosis.

Don’t be afraid to self-advocate

Now, here’s something important to keep in mind if you are just returning to the workforce after a diagnosis and a season of not working. During your interview, you are not legally required to disclose a chronic illness if you do not need an accommodation at that time. Your medical history is private, and if a potential employer seems as though they are prying during a job interview, you have the right to not answer medical questions and move the interview in a different direction. Some people choose not to disclose their health history, and that is understandable. Privacy is a beautiful thing because we all know workplace water-cooler gossip is real, and our personal lives are no one’s business.

However, if you need an accommodation at a later time, don’t be afraid to advocate for yourself. Typically, your employer or human resources department will ask you to provide medical documentation supporting your request. Always remember that documentation doesn’t have to detail your entire history — just enough facts to verify that you have a condition requiring an accommodation.

The reality of working while chronically ill is that it can make us feel really vulnerable. Managing a chronic illness is its own full-time job. What our colleagues and employer likely don’t see or understand (unless they, too, live with illness) are the medications we manage, the labs we monitor, the energy levels we try to pace every day, and so on.

Even though heading back into the workforce might feel overwhelming or make you emotional, don’t let it paralyze you or prevent you from moving forward with your career dreams and goals. Work allows us to use our skills and creativity to make an impact on our community and the world around us.

In the right season of life, working with a chronic illness is possible. Workplace laws exist because so many people before us fought to be seen as capable and worthy. At the end of the day, we all deserve to do work we love, in a way that doesn’t harm our bodies.

Note: Lupus News Today is strictly a news and information website about the disease. It does not provide medical advice, diagnosis, or treatment. This content is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified health provider with any questions you may have regarding a medical condition. Never disregard professional medical advice or delay in seeking it because of something you have read on this website. The opinions expressed in this column are not those of Lupus News Today or its parent company, Bionews, and are intended to spark discussion about issues pertaining to lupus.