Requesting accommodations at work for chronic illness or disability can be intimidating—but you're not alone. This guide walks you through how to request accommodations, what your employer is required to provide, and how to handle conversations about your needs so you'll be well-informed and prepared.
Tayler, a disability advocate, uses her social media platform (@distaaybled on Instagram) to educate and empower others on their journey with chronic illness and disability. She created this guide to help others navigate the process of requesting workplace accommodations.
The bulk of the information in this guide, unless otherwise cited, is drawn from the U.S. Equal Employment Opportunity Commission’s Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA, a government resource for understanding your rights in the workplace.
1. Do You Have to Disclose Your Condition?
It’s up to you when or if you disclose a disability to your employer. Some people choose to disclose their disability during the interview process, upon hiring, or later into their employment.
However, to qualify for protections under the ADA, including reasonable accommodation, you must share some information about how your disability affects your ability to do your job. You don’t have to discuss any details unless they’re necessary for the accommodations being requested.
If you're wondering if you can be fired for not disclosing a disability, the answer is no—unless the condition directly affects your ability to safely perform your job, or you don’t meet job requirements with or without a reasonable accommodation. (US Department of Labor)
2. Documentation: What Employers Can Ask For
It is within your employer's right to request documentation of your disability from your provider. You do not have to share your entire medical history, just enough to explain how your condition impacts work and what would help.
3. What Counts as a Reasonable Accommodation? A Few Examples
The ADA says employers are required to provide “reasonable accommodations,” so what does that mean?
Reasonable accommodations are adjustments that make it possible for someone with a disability to perform their job, unless doing so causes "undue hardship"–meaning the accommodation is significantly difficult or expensive.
A reasonable accommodation must be:
- Feasible or plausible: Not excessively expensive or disruptive
- Effective: Actually addresses barriers and meets the needs of the individual
- Not overly burdensome: The employer can argue against it only if they can prove hardship
See full EEOC guidance on reasonable accommodations under ADA
Here are a few usually reasonable accommodation examples:
- Allowing the usage of noise-canceling headphones for ADHD or sensory processing conditions
- Modified break schedules for chronic fatigue or autoimmune flare-ups
- Allowing insulin-dependent employees to keep food at or near workstations
- Remote work options during symptom flares
Accommodations that improve your ability to work effectively—without causing significant disruption to operations—are generally considered reasonable under the ADA.
4. The ADA Interactive Process: What to Expect
Your employer is not automatically required to grant a requested accommodation. As part of the ADA interactive process, your employer can offer alternative and equally as effective accommodations.
Your employer may propose alternative accommodations that meet your needs in a different way. For example, if a private office isn’t feasible, they may offer noise-reducing dividers or hybrid work options.
When choosing between multiple feasible alternatives, your employer has the final say on which accommodations make the most sense to provide. According to the U.S. Equal Employment Opportunity Commission,
“If there are two possible reasonable accommodations, and one costs more or is more burdensome than the other, the employer may choose the less expensive or burdensome accommodation as long as it is effective...Similarly, when there are two or more effective accommodations, the employer may choose the one that is easier to provide.”
Although the employee should be given primary consideration while making this decision, the employer doesn’t have to prove undue hardship when choosing the option that works best for them.
5. What If You Disagree with the Alternative?
If the alternative your employer offers doesn’t meet your needs, it’s within your rights to request to re-evaluate your accommodations. Accommodations must be effective—not just available. If the proposed adjustment doesn’t actually remove the barrier you face at work, you may ask to revisit the conversation.
If, after these discussions, your employer denies your request for reasonable accommodation, you have the right to file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC).
For more information on how to do this, see this resource for filing a charge of discrimination with the EEOC.
If you’re unsure who qualifies for ADA accommodations, remember: you don’t have to be visibly disabled. Invisible conditions like POTS, autoimmune disorders, or migraines may all qualify under the ADA if they substantially limit a major life activity, like working.
Final Thoughts
Advocating for your needs at work can feel daunting, but learning about your rights is a great first step. Keep written records of communication, ask your provider to help with documentation, and don’t be afraid to revisit the conversation if your situation changes.
If you need help keeping track of the symptoms affecting your workday, Guava makes it easy to track symptoms like fatigue, pain, brain fog, and more so you can bring real data to the conversation.
