Advocacy Toolkit

Templates, checklists, and plain-English rights — so you can advocate for yourself without starting from scratch.

ADA Accommodation Request Letter

A formal accommodation request letter you can customize with your specific needs and send to HR.

[Date] [Manager/HR Director Name] [Company Name] [Company Address] Re: Request for Reasonable Accommodation Under the ADA Dear [Name], I am writing to formally request a reasonable accommodation for my disability pursuant to the Americans with Disabilities Act (ADA). I am employed as [your job title] and have a medical condition — [you may describe it generally, e.g., "a chronic autoimmune condition" or "a chronic illness affecting my cardiovascular system"] — that substantially limits one or more major life activities, including [e.g., standing for extended periods / maintaining consistent work hours / concentration]. I am requesting the following accommodation(s): • [Specific accommodation 1, e.g., Permission to work from home up to 2 days per week during symptom flares] • [Specific accommodation 2, e.g., A modified schedule with a flexible start time between 9-10am] • [Specific accommodation 3 if applicable] I believe this accommodation would allow me to continue performing the essential functions of my position effectively. I am prepared to provide supporting documentation from my healthcare provider if required. I welcome the opportunity to discuss this further and engage in an interactive process to find a workable solution. Please confirm receipt of this request and advise on next steps. Sincerely, [Your name] [Your job title] [Your email] [Your phone number]

HR Conversation Starter Script

A casual email script for starting the accommodation conversation — less formal than the letter, great for a first touch.

Hi [Manager/HR Name], I wanted to reach out because I'd like to discuss a workplace accommodation. I have a chronic medical condition that sometimes impacts my ability to [specific function, e.g., maintain a rigid 9-5 schedule / sit for extended periods / attend in-person every day]. I'm committed to my work and want to make sure I can continue to perform well. I'm hoping we can explore a reasonable accommodation, such as [specific request, e.g., a flexible start time / the ability to work from home on higher-symptom days / more frequent short breaks]. I'm happy to provide documentation from my doctor. Could we set up a time to talk about this? Thank you for your understanding. [Your name]

Doctor Appointment Prep Checklist

Walk into every appointment feeling prepared. No more leaving and realizing you forgot to mention something important.

Before Your Appointment

  • Write down your symptoms in the past 2-4 weeks — be specific (when, how long, severity)
  • Note any new symptoms, even if they seem unrelated
  • List all medications including supplements and OTC drugs
  • Print or bring your recent symptom log
  • Write your top 3 questions or concerns — you may not get to all of them
  • Note any flares since your last visit
  • Check if any labs were ordered and if results are available

During Your Appointment

  • Start with your most important concern — don't save it for the end
  • Ask the doctor to explain things in plain language if needed
  • Repeat back what you heard to confirm you understood
  • Ask: "What should I do if I get worse before my next appointment?"
  • Ask about any lifestyle changes that might help
  • Get clarity on any new medications: how to take, side effects, timeline
  • Ask when you should follow up or if any referrals are needed

After Your Appointment

  • Write down what was discussed while it's fresh
  • Fill any new prescriptions promptly
  • Schedule any follow-up appointments or referrals
  • Save your appointment notes in your health file
  • Update your symptom tracker with any new info

Know Your Rights — Plain English

You have the right to reasonable accommodations

If you have a chronic illness that substantially limits a major life activity, your employer must provide reasonable accommodations unless it creates undue hardship.

You don't have to disclose your specific diagnosis

You can describe your functional limitations without naming your condition. Your employer cannot require your diagnosis, only documentation that you have a disability that requires accommodation.

You are protected from retaliation

Your employer cannot fire, demote, or retaliate against you for requesting an accommodation or asserting your ADA rights.

Students have rights too (Section 504 / ADA Title II)

At K-12 schools, you may be eligible for a 504 plan or IEP. At colleges and universities, your disability services office coordinates accommodations including extensions, note-taking services, and more.

FMLA provides job-protected leave

The Family and Medical Leave Act allows eligible employees to take up to 12 weeks of unpaid leave per year for qualifying medical conditions — including chronic illness flares — without losing their job.

Your medical information must stay private

HR must keep your medical information separate and confidential. Your manager does not need to know your diagnosis — only the accommodation being provided.

💼 Work & School

Scripts, templates, and honest guidance for navigating work and school with a chronic condition.

This information is educational and not legal advice. For specific legal questions, consult an employment attorney. Many offer free consultations.