Working with a Chronic Condition: Your Rights and Options for Sharing with Your Employer and Taking Leave

Estimated reading time: 4 minutes

• Explores the decision of whether to disclose your health condition to your employer
• Explains key leave rights under FMLA and ADA for managing work with a chronic condition
• Discusses workplace accommodations and the importance of open communication

Navigating Work with a Chronic Condition: Your Rights and Options

Living with a chronic health condition can present unique challenges in the workplace. Many individuals find themselves struggling to balance their professional responsibilities with the unpredictable nature of their symptoms. If you're in this situation, you're not alone. In fact, over 51,000 members of PatientsLikeMe have listed "working with my condition" as an interest on their profiles.

This blog post aims to shed light on your rights and options when it comes to sharing information about your condition with your employer and taking leave when necessary. We'll explore key aspects of workplace accommodations and leave policies that can help you maintain your career while managing your health.

Sharing Your Diagnosis at Work: To Tell or Not to Tell?

One of the first dilemmas you may face is whether to disclose your condition to your employer. It's important to understand that in most cases, you are not legally obligated to share information about your health condition with your employer. However, there may be situations where disclosure becomes necessary, particularly if you need workplace accommodations or extended leave.

Team of Advisors member Hetlena (TheLupusLiar) is living with lupus and is very interested in the topic of balancing work with a chronic health condition. She helped us develop these infographics below, which apply to people with any medical condition.

If you do choose to share, consider the following:

• Timing: Decide when it's most appropriate to have this conversation. It could be during the hiring process, after you've established yourself in the role, or when your condition begins to affect your work.
• Confidentiality: Your health information should be kept confidential. Typically, only HR personnel and necessary management should be privy to this information.
• Preparation: Before disclosing, research your company's policies and have a clear idea of what accommodations, if any, you might need.
• Focus on solutions: When discussing your condition, emphasize how you plan to manage your responsibilities despite your health challenges.

Remember, employers are generally limited in what they can ask about your health. They cannot inquire about your diagnosis but can ask about your ability to perform job-related functions. Find out more in this infographic.

Understanding Your Leave Rights for Working With a Chronic Condition

When your condition makes it impossible to work, it's crucial to understand your leave rights. Two key federal laws provide protection for workers with health conditions: the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).

Family and Medical Leave Act (FMLA):

• Provides up to 12 weeks of unpaid, job-protected leave per year
• Applies to companies with 50 or more employees
• You must have worked for your employer for at least 12 months and 1,250 hours in the past year
• Can be used for serious health conditions that make you unable to perform your job

Americans with Disabilities Act (ADA):

• Requires employers to provide reasonable accommodations for employees with disabilities
• Applies to companies with 15 or more employees
• Covers a wide range of conditions that substantially limit major life activities
• May include modified work schedules or extended leave beyond FMLA

This infographic helps explain work leave under the Family and Medical Leave Act (FMLA) and the American Disabilities Act (ADA) – and how they can cover you when going to work isn’t possible because of your condition.

It's important to note that these laws work in conjunction. For example, you might use FMLA leave first, and then request additional leave as a reasonable accommodation under the ADA if necessary.

Navigating Workplace Accommodations

If your condition affects your ability to perform your job, you have the right to request reasonable accommodations under the ADA. These can include:

1. Flexible scheduling or remote work options
2. Ergonomic equipment or modifications to your workspace
3. Adjustments to non-essential job duties
4. Additional breaks for rest or medication

When requesting accommodations, be specific about what you need and how it will help you perform your job effectively. Employers are required to engage in an interactive process to determine appropriate accommodations, but they are not obligated to provide accommodations that would cause undue hardship to the business.

Maintaining Open Communication While Working with a Chronic Condition

Whether you've disclosed your condition or not, maintaining open communication with your employer is key. Keep them informed about any changes in your health that might affect your work, and be proactive in suggesting solutions to potential issues.

If you're experiencing discrimination or feel your rights are being violated, don't hesitate to reach out to your HR department or seek legal advice. Remember, retaliation for requesting accommodations or taking protected leave is illegal.

Conclusion

Managing a chronic condition while maintaining a career can be challenging, but understanding your rights and options can make a significant difference. By knowing when and how to disclose your condition, understanding your leave rights, and being aware of potential accommodations, you can better navigate the complexities of working with a health condition.

Remember, you're not alone in this journey. Many others are facing similar challenges, and resources are available to help. Consider joining online communities like PatientsLikeMe to connect with others who understand your situation and can offer support and advice.

Ultimately, with the right knowledge and support, it's possible to find a balance between managing your health and pursuing your professional goals. Don't be afraid to advocate for yourself and seek the accommodations you need to thrive in the workplace.