Having a chronic illness can be an overwhelming task with one having to work simultaneously. Yet, there is no need for you to carry this in your pocket all by yourself. If you have finally been diagnosed with a chronic condition, then it might be good to tell your employer about your health in view of any allowance you may want or need, flexibility, or for time off for treatments. Talking to your boss or HR about your health can at times feel anxiety-provoking, but remember: you have rights as an employee, and openly communicating helps you secure any accommodations you will need to succeed in the workplace.

Here's how to approach your employer about your chronic illness: when to bring it up, how to explain your condition, and what accommodations you might request at work.

1. Know Your Rights

Before you begin your conversation with your employer, it is essential to understand your rights as an employee living with a chronic illness. Fortunately, labor laws in many countries protect working people with chronic conditions by requiring employers to make reasonable accommodations to accommodate them and enable them to work productively.

For instance, in the U.S., the ADA covers employees with disabilities, such as chronic illnesses, obliging employers to make reasonable accommodations unless these accommodations create undue hardship on business. In a related vein, employees eligible under FMLA may take up to twelve weeks of unpaid, job-protected leave for certain family and medical reasons.

Do some research about the law in your state or province so you are well-prepared, knowing your rights and potential options, before you talk with an employer. The better you understand these legal protections, the more confident you will be about having a helpful conversation—where you get the most suitable support possible.

Key Rights to Know About:

• Reasonable accommodation under the ADA or equivalent body of legislation
• FMLA or equivalent medical leave
• Privacy concerning your medical information is preserved

2. Choose the Right Time to Tell Your Employer

It's entirely your call when—and if—you want to disclose your chronic illness to your employer. You may want to have the conversation early on, especially if you know you'll need immediate accommodations or time off for treatment. Other times, you might want to wait until you start to feel symptoms that will impede your work, or you need to request specific adjustments with your schedule.

But, all things being equal, it is generally far better to have the conversation before your illness begins to impact your performance on the job. Being proactive gives your employer time to understand your needs and put accommodations in place before problems arise.

When to Speak with Your Employer:

• If your condition requires immediate accommodations, such as flexible hours or working from home
• If you will need regular time off for treatment or doctor's appointments
• If your symptoms start to affect your ability to do your job

3. Prepare for the Conversation

Before sitting down with your employer, spend some time in preparation for this conversation. Consider what you will want to disclose and what you will need from your employer in terms of support or accommodations. You are not under any obligation to disclose more than what is personally necessary regarding your illness—just the information your employer needs to understand and respond appropriately to your needs.

Describe the problems you are facing as well as how this will, or may, impact your work. For example, explain that frequent medical appointments during work hours are required or that working long shifts may be limited by fatigue and pain. It is very important to communicate that you remain committed to your job and how accommodations requested will allow the continuation of good performance.

• Note accommodations you feel would help, such as flexible hours to work from home or ergonomic adjustments
• Consider how you want to disclose your condition—a disclosure that explains what you need to solve the problem and identifies solutions rather than dwelling on the illness itself
• Consider whether you will need documentation about your condition and any necessary accommodations from your doctor

4. Frame the Conversation Around Solutions

Approach the discussion with your employer in terms of what can be done to solve problems, rather than dwelling on limitations that your condition causes. Assure them that you will be able to continue contributing effectively, with the right accommodation.

For instance, instead of saying, "I cannot work for long hours because of my illness," one can say, "With flexible hours or the ability to work from home on certain days, I am able to manage my condition and remain productive." This shows you are being proactive in finding ways to balance your health with your job responsibilities.

Solutions to Highlight:

• Flexible working hours to accommodate doctor's appointments or symptom management
• Remote working for those days when it is either too hard to come into the office or to work out in the field
• Modifications in the workplace or to equipment in order to reduce the physical demands of a job

5. Request Reasonable Accommodations

One of the major points of this discussion is to secure reasonable accommodations that will enable you to cope with the condition and maintain your job performance. Consider what specific adjustments you may need to maintain your productivity and be prepared to discuss these with your employer. Accommodations for employees with chronic illnesses may include flexible work scheduling, working at home, extended breaks, or modification of workload and responsibilities.

In that regard, your employer may not have all the answers or even know everything, but if you are forthright about your needs and willing to collaborate on solutions, this often develops into an improved environment where all employees can be productive and supported.

6. Maintain Privacy of Discussion

Remember, your medical history belongs to you alone, and you have no obligation to disclose more than what you want to share. At the same time, you may request that your employer not disclose your health condition. Information disclosure in this regard should be minimum or need-to-know, such as HR or a supervisor involved in workplace accommodations.

If you do not feel comfortable discussing your condition with your immediate supervisor, it is also possible to try to manage the conversation through HR, if that works according to your company's policies.

7. Follow Up and Reassess Where Necessary

It is typical that needs may change over time with the progression of an illness or with different treatments. Keep the lines of communication open with your employer and HR representative to make accommodations as needs change. After the initial conversation, check in to confirm accommodations have been made and are working for you.

If there is a change in your health or if accommodations are not working for you, do not be afraid to go back and ask for further accommodations.

Steps for Follow-Up:

• Check in with your employer and HR to verify that accommodations are working as anticipated
• Request adjustments if there is a change in health or new accommodation needs
• Document conversations and agreements on accommodations for future reference

Conclusion

Discussing your chronic illness with your employer can be intimidating; however, this can be done competently by being prepared and communicating openly, thus enabling a work environment that supports your health needs and professional goals. Remember to emphasize solutions, clarify your needs, and know your rights as an employee. Self-advocacy and collaboration with your employer hold the keys to successful management of your chronic illness while you continue to thrive at work.