Advocating for Your Rights in the Workplace

Oftentimes it is scary to let your employer know that you have a chronic illness. It can be a time where you may fear there may be some retaliation because of it. Also, you don’t want to be treated differently, but you want to be treated considerately.

Advocating for your rights as a chronically ill employee can be challenging, but it’s essential to ensure you can work comfortably and effectively. Understanding your legal protections and knowing how to request accommodations are key. There are so many factors to pine through. But it’s important first to know your rights.

Know your legal rights

The first step in advocating for yourself is knowing your legal rights. In many countries, laws exist to protect employees with chronic illnesses or disabilities. For example, in the United States, the Americans with Disabilities Act (ADA) prohibits discrimination against employees with disabilities. This includes chronic illnesses that significantly impact your daily life.

How the ADA helps

The ADA requires employers to provide reasonable accommodations that allow you to perform your job. With that, employers cannot fire or demote you solely because of your chronic illness. This is important to understand as you work day to day at your office.

What you need to do

Take the time to familiarize yourself with the ADA or similar laws in your country. Make sure that you understand that your employer is required to make reasonable adjustments to help you work.

Communicate openly with your employer

Although it's scary to divulge you have a chronic illness, it’s important to have an open line of communication with your employer. Discussing your needs can feel intimidating, but it’s necessary for securing the accommodations you require.

Start the conversation

You can start the conversation by first scheduling a private meeting with your supervisor or HR representative. Secondly, take time to clearly explain your chronic illness and how it affects your work. Lastly, provide examples of accommodations that could help you, such as flexible hours, a modified workload, or remote work options.

Things to remember

Remember, you are NOT required to disclose all details of your illness. Share only the information necessary to request accommodations. In other words, keep the conversation focused on how adjustments will help you perform your job effectively.

Request reasonable accommodations

Once you’ve communicated your needs, formally request accommodations. For example, a reasonable accommodation may be a change to your work environment or the way you do your job that allows you to perform your duties despite your chronic illness.

Examples of reasonable accommodations:

• Adjusted work hours to accommodate medical appointments.
• Ergonomic office equipment to ease physical discomfort.
• Permission to work from home during flare-ups.

How to request accommodations:
There may be different ways to request accommodations at your job. With this in mind, here are some ways to complete the request.

• Submit a written request to your employer, detailing the specific accommodations you need.
• Be clear and concise, explaining how each accommodation will help you in your role.
• You may need to provide a doctor’s note or other medical documentation to support your request.

Keep a record of all communications

It’s important to keep a detailed record of all communications with your employer regarding your illness and accommodations. This can help protect you if any disputes arise.

What to document:

• Dates and details of meetings or conversations with your employer.
• Copies of emails, letters, and any formal requests for accommodations.
• Notes on how your employer responds to your requests.

Why it matters

In order to stay on track with submitting all information properly, having a record ensures there is evidence of your efforts to advocate for yourself. It can also be useful if you need to file a complaint or take legal action in the future.

Seek support and resources

Advocating for your rights can be overwhelming, but you don’t have to do it alone. There are resources and organizations that can provide support and guidance.

Where to find help

• HR Department: Your company’s HR department should be your first point of contact for questions about accommodations and rights.
• Legal Aid: Consult with a lawyer who specializes in employment law if you encounter resistance or discrimination.
• Support Groups: Connect with others who have chronic illnesses for advice and encouragement.

Takeaways

To emphasize, you have the right to work in an environment that accommodates your chronic illness. Remember support is available to help you navigate the process.

In conclusion, advocating for your rights as a chronically ill employee is crucial for maintaining your well-being and job performance. By understanding your legal protections, communicating openly, and requesting reasonable accommodations, you can create a work environment that supports your needs. Remember, you are not alone, there are resources are available to help you every step of the way.