Disclosing Your Illness and Requesting Accommodations At Work
I get it: disclosure is awkward and might feel unnecessary. Why does my employer need to know about my illness anyways?
I’ve been there, many times, and I know the level of discomfort involved in finding the right way to tell your boss about your situation without making things weird, or even sacrificing your chances of landing / keeping a job.
Through my work over the past few years at Chronically Capable, I’ve learned the benefits and power of disclosing an illness, and I’d like to share some helpful tips I’ve learned along the way. We have a blog post titled ‘The Power of the Secret Backpack’ that discusses the ways in which your experiences and struggles can actually benefit your ability to participate in the workforce. I highly recommend reading this article if you haven't already!
Let’s start by getting this straight: you do not have to disclose anything about your health to an employer. If you wish to disclose, you’re allowed to disclose at any point in time, whether that be during the interview, during the negotiation process, once you’ve started, or even three years into your job. This all depends on YOUR comfort level, and you should never feel pressure to disclose the specifics of your personal health situation.
However, disclosing your illness can be beneficial as you enter a new job position, because you don’t have to worry about having the conversation further down the line. Personally, I feel it’s best to slay the elephant in the room from the get-go.
Ready to tell your current or future employer about your chronic illness or disability? Here are some tips on how to disclose:
- Focus on the accommodations: Rather than starting with “I have xyz”, try to focus on the accommodations you need to best perform the job. Maybe that’s the ability to leave for an hour once a week to get a blood draw, or maybe you need an ergonomic desk station. Tell your employer what you need and how this will help to increase your productivity and overall well being.
- Be direct and specific: You don’t need to say too much or try to overcompensate. Be specific about what you need without giving away too much information.
- Explain how your condition may be an asset: We all know that it’s incredibly challenging to live with a chronic illness or disability. These experiences can help build resilience and skills that can be transferred to your company. In my case, through my past medication schedules, I learned to be responsible with time management. This is a great skill to be shared with employers. I also have the ability to adapt to change, which again is something that businesses could use more of in their employees.
- Seek out resources and job boards made for you: Of course, it goes without saying that I hope you’ll utilize Chronically Capable to find an employer who is understanding and accepting of your needs. We built this platform to slay the elephant in the room and remove the fear and stigma from the hiring process. I encourage you to utilize our job board - it’s free for members to sign up!
Accessibility is an ongoing process for businesses. Many businesses are still learning what’s right to ask their employees, and how they can be more supportive. As always, feel free to reach out to us at firstname.lastname@example.org with any questions you may have regarding disclosure and accessibility at work!
If you want to be the best employee that you can be, you have to know your strengths. It is as simple as that, whether you are disabled or able-bodied. In the case of being disabled, I have found for myself that it can be hard to know how I benefit a workplace when I do not feel like I fit the general mold for what makes a good employee.
In 2016, I visited a friend in California and came across cannabidiol—generally referred to as CBD. Desperate to alleviate my pain, I decided to try it out.
As we celebrate Black History Month, which takes place every February, we’d like to both call attention to and celebrate the important presence of Black Americans in the United States.
Now more than ever, public trust and perception of companies depend on their commitment to Diversity and Inclusion (D&I). Although huge progress has been made towards equality across boundaries of gender, race and sexual orientation, one aspect of D&I is neglected way too often. That is disability.
We sat down with leadership at KeepTruckin, a Chronically Capable partner, to find out what makes their workplace inclusive for chronically ill and disabled employees.
Period cramps are the leading cause of missed school and work in women under 30.
Internships are crucial for gaining the necessary skills and experience to embark on your professional journey. Not only are internships a key milestone during college, but they also represent a unique opportunity to gain experience when changing careers or reentering the workforce.
We spoke with Lucia Romano, a supervising attorney of the Employment Voting and Access Team (EVA), Client Assistance Program, and a team focused on employment at Disability Rights Texas. Lucia outlined helpful strategies for both chronically ill and disabled professionals as well as employers to make the workplace inviting and accessible.