Navigating Workplace Accommodations with Chronic Illness

When I started my first corporate job, I was also quietly struggling with my mental health. Looking back now, I definitely would have benefited from workplace accommodations, especially during specific periods of my illness. But at the time, I didn’t even know they existed. I also worried about the potential for discrimination or that people would see me as less capable if I disclosed my condition.

Post-pandemic, there seems to be more conversation around workplace accommodations for chronic illness, disabilities, and neurodiversity.

However, many employees still aren’t aware of accommodations or how to request them.

In Canada, employers are legally required to provide reasonable accommodations for employees, guided by a principle known as the Duty to Accommodate. In the UK, this falls under the Equality Act, and in the US, under the Americans with Disabilities Act (ADA). Workplace accommodations are modifications to the work environment that enable individuals with health conditions or disabilities to perform their duties effectively. 

From a legal perspective, employers must demonstrate that job standards or requirements are:

• Relevant to the position

• Implemented with genuine intent to support job performance

• Necessary for the fulfillment of job duties

  
  

Workplace accommodations for chronic illness and invisible conditions can be diverse, and tailored to individual needs. While flexible hours or remote work are common accommodations, here are some examples that might help individuals with fibromyalgia and other invisible conditions succeed at work:

Flexible Work Arrangements:

• Remote work & Flexible hours: Options like remote work, hybrid models and/or flexible hours, such as variable start/end times, can accommodate fluctuating energy levels and symptoms.

• Job Sharing or Part-Time Options: Sharing responsibilities with a colleague or reducing hours to part-time can help manage workloads without overwhelming symptoms. Productivity doesn’t have to fit within a rigid 40-hour workweek. Many individuals with chronic illness develop strong task prioritization skills as they navigate fluctuating energy levels.

  
  

Office Environment:

• Sensory Workspace Adjustments: Noise, lighting, and temperature (offices can be super cold!) can trigger discomfort for those living with chronic illness. If WFH isn't an option, consider requesting to move to an area of the office with natural lighting or adjusting your workspace to make it more sensory-friendly, such as using dimmed lighting and noise-cancelling headphones.

• Chemical Sensitivities at Work: Chemicals, such as cleaning products, can be challenging for some people. The avoidance of air fresheners and heavily scented soaps in shared spaces can help create a more comfortable environment.

• Ergonomic Workspaces: Upgrading your workspace, such as adjustable chairs, desks, and other ergonomic equipment and devices (e.g. extra monitor, keyboards, speech-to-text software etc.) can help reduce physical and mental strain. Your company may even offer a budget for WFH office upgrades.

  
  

Workload Management:

• Adjusted workloads: If possible, ask for adjusted workloads or less physically demanding tasks during flare-ups.

• Gradual Return-to-Work Flexibility: Request a phased return to work after health setbacks, allowing for a gradual ramp-up of workload. This can help ensure a smoother transition and prevent overwhelming fatigue.

  
  

Workplace Policies and Resources:

• Extended Health Benefits: Chronic illness requires a lot of "maintenance" support for mental and physical health that are not always covered under provincial (Canada) or employee health plans. Check to see if your work health insurance includes a Health Spending Account (if not advocate for it during the annual insurance renewal), which can cover the portion of expenses not covered by a health or dental benefits plan. Let's face it: $500 a year towards therapy goes quickly.

• Personal Assistants or Coaches: Some workplaces provide access to personal assistants for support with organization, and other executive functioning needs, as well as coaches (or access to a coaching platform) for goal-setting, time management and accountability.

Communication Tools and Support:

• Streamline Processes: Request AI-driven tools and task management systems to prioritize and track tasks more efficiently. For example, I use Calendly to schedule meetings, which has reduced the fatigue from back-and-forth emails and lets me focus on higher-value work. 

• Meeting Documentation: Request to have meetings recorded or to receive a summary afterward. This ensures important information is captured accurately, especially during periods of fatigue or brain fog. Additionally, asking for instructions to be confirmed in writing provides added clarity.

• Emergency Plans: Establishing a clear protocol with your manager and team for handling health flares can reduce everyone's stress.

  • Tip: Save email templates to quickly notify colleagues or clients if you’re experiencing a flare and need rest. When brain fog is intense, even drafting a simple email can feel overwhelming!

Travel and Social Accommodations:

• Parking Accommodations: We want to save our spoons, so requesting a closer parking spot is a simple but potentially effective accommodation.

• Travel Flexibility:  Traveling can be exhausting for those with chronic illness. I remember some of my colleagues at my last corporate job would head straight to the office or a conference from the airport — but that’s a hard no for me. If your job requires travel, requesting flexibility in your schedule, like arriving a day early or taking a recovery day after an event, can make a big difference. Additionally, ask for advanced notice of travel plans so you can prepare, pack, and manage energy in advance.

• Optional Participation in Social Activities: Request that attendance at social events, team-building activities, and similar gatherings be made optional, ensuring employees feel comfortable declining without judgment or negative consequences.

  
  

Deciding whether or not to disclose an invisible condition is a deeply personal decision. In my career, I sometimes chose not to disclose when my symptoms were not in conflict with the job requirements or if I could still secure the accommodations I needed (such as a remote/hybrid option for everyone). Other times, disclosure to key team members helped ensure support and manage the potential impacts of my illness on shared responsibilities.

That said, I do wish I had disclosed more often — especially during times when my mental health challenges were severe. The truth is that everyone will need some form of accommodation, temporarily or permanently, at some point in their career. Most people receive support to do their jobs effectively, whether it’s a flexible start/end time to drop off kids, an extra monitor or standing desk, or safety equipment like belts for heavy lifting.

I know it can feel vulnerable to request accommodations for a disability or illness, as it may imply certain limitations. However, consider that asking for the adjustments you need is an act of self-advocacy and can create a more inclusive and empowering space for present and future colleagues. You're not asking for special treatment but the support to do your job at your highest potential.

Here are some steps if you’re considering making a disclosure:

• Focus on your non-negotiable needs: Consider what is essential for your health and well-being, then identify the appropriate accommodations.

• Present potential solutions: While employers must provide "reasonable" workplace accommodation, the accommodations made can't create undue hardship for them (e.g. significant expense or health and safety risks). When speaking with your manager, frame the conversation around how the accommodations will help you do your job better.

• Consider timing: While you can’t control others’ reactions, it’s helpful to time your disclosure for when it’s likely to be best received. This might depend on your relationships with colleagues, workplace culture, company policies, and personal circumstances. If you’re planning to disclose and request accommodations, aim to do so before an urgent situation arises. This allows everyone to be prepared and supportive when it matters most.

• Build a network of support: Having allies both within and outside of your workplace can help ensure consistent support, especially if your manager leaves or changes roles. If you're comfortable, sharing small, digestible pieces of information about fibromyalgia or your invisible condition with coworkers can foster understanding and reduce stigma. This also contributes to creating an environment where others feel safe sharing their own needs. Remember, invisible conditions are often just that—invisible. You may not realize that others around you are also struggling but are hesitant to ask for accommodations.

IMPORTANT: You are not obligated to disclose your diagnosis to obtain workplace accommodations. However, you will need to inform your supervisor or manager of your workplace needs.

You may also be asked to provide specific information, which might require a note from a healthcare professional. This note could include:

• The limitations you face (e.g., decreased stamina, lifting restrictions, fatigue, pain, difficulty standing)

• Whether you can perform essential job duties with or without accommodations

• The types of accommodations that are needed to fulfill those duties

  
  

Your healthcare provider must always obtain your consent before sharing any information with your employer about your restrictions or limitations for managing accommodations. Make sure your permission is given for each instance of medical information being shared.

Deciding whether to request workplace accommodations can feel overwhelming, but you don’t have to navigate it alone. If you're unsure of the next steps or need support in advocating for yourself, consider booking a free discovery call with me. Together, we can explore strategies to help you feel more confident and empowered in making decisions that prioritize your well-being.

What other workplace accommodations or awareness topics do you think are crucial for improving support for those living with invisible conditions? I’d love to hear your thoughts!

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Resources:

1. How to Weigh the Risks of Disclosing a Disability: https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?tpcc=orgsocial_edit&utm_campaign=hbr&utm_medium=social&utm_source=linkedin

2. Ergonomics and Posture: https://painguide.com/pain-care/self-care/ergonomics/

3. Long-Covid Inclusion: https://www.fastcompany.com/91193756/long-covid-inclusion-how-to-make-your-work-more-inclusive