Your ADA Rights at Work — In Plain English
Written by a spoonie, for spoonies 💜
The Americans with Disabilities Act is a powerful law, and if you have lupus, POTS, or another chronic illness that substantially limits a major life activity — you may be covered. Here's what that actually means in the real world.
Who is covered
The ADA covers employees at companies with 15+ employees. To be protected, you must have a disability that "substantially limits a major life activity" — which can include walking, standing, lifting, concentrating, communicating, and many others.
Lupus and POTS can qualify. The law looks at your condition in its active state, not when it's managed.
What "reasonable accommodation" means
Your employer must provide reasonable accommodations unless doing so would cause "undue hardship" (usually reserved for very small companies or very expensive changes). Reasonable accommodations for chronic illness might include:
- •Modified work schedule or flexible start times
- •Work from home options
- •More frequent breaks
- •A parking spot closer to the entrance
- •A private space to rest or take medication
- •Modified duties during flares
- •Leave under FMLA
How to ask
You don't have to use the words "ADA accommodation" — you just need to make it clear you have a medical condition and need a change at work. However, being explicit can help.
You can say something like: "I have a chronic medical condition that sometimes affects my ability to [do X]. I'd like to discuss a reasonable accommodation."
Your HR department then engages in an "interactive process" with you to figure out what works. You may need to provide documentation from your doctor.
What your employer cannot do
- •Fire you, demote you, or harass you because of your disability
- •Ask about your diagnosis (though they can ask how your condition affects your work)
- •Require you to be "100% healed" before returning to work
The accommodation toolkit
In our Advocacy Toolkit section, you'll find a fillable ADA accommodation request letter template you can customize and bring to HR. You shouldn't have to figure this out from scratch.
You have rights. Use them. 💜
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