Everyone’s experience of lupus is different.  Some people find that lupus symptoms can make it harder to do parts of their job. This can be true for people who do a lot of physical activity at work or people who work at a desk most of the time.

If you’ve been diagnosed with lupus and you want to keep working, you have a right to ask your employer for reasonable accommodations — like adjustments to your job duties, special equipment, or changes to your work environment or schedule — that can help you continue to do your job.

Workplace accommodations

The Americans with Disabilities Act (ADA) is a law that protects people who have certain physical or mental health conditions from discrimination. Under the law, if lupus is affecting your ability to work, you’re entitled to reasonable accommodations that can help you do your job. 

What accommodations can I ask for? 

You may want to ask your employer for different kinds of accommodations, depending on how your lupus symptoms affect your work. For example:

• If fatigue is a common symptom for you, you could request a flexible schedule so that you could work during times when you have more energy.  
• If swollen joints in your hands and fingers make using a regular keyboard difficult or painful, you could request an ergonomic keyboard, a wrist rest, or typing aids to make typing easier.
• If you’re sensitive to hot and cold temperatures, you could request cooling or heating clothing, a space heater, or a portable air conditioner.
• If you’re sensitive to light, you can ask for light covers to minimize UV exposure from fluorescent bulbs.

It can be hard to know where to start with accommodations, but there are resources that can help. The Job Accommodation Network’s (JAN's) For Individuals page has more ideas for types of accommodations to consider, guidance on submitting accommodation requests to your employer, and more. 

How can I ask my employer for accommodations? 

For some people, asking for accommodations can be an especially hard part of adjusting to a lupus diagnosis. It can feel vulnerable to share personal information with your employer. And talking with anyone about the ways your body has changed — or the support you need now that you didn’t before — might not be easy. But a supportive employer will want to know what you need and how they can help.

You can follow these steps to decide what accommodations are right for you and make your request:

• Take a copy of your job description to your health care provider. Your provider can help you figure out what accommodations would be most helpful based on your lupus symptoms and your job duties.
• Get a letter from your health care provider. Have your provider write a letter to your employer requesting the accommodations you need.
• Think about how you’ll make your request. Depending on how your company or job structure works, it might make sense to talk to your direct supervisor as a first step. Or you might want to make an appointment to talk with someone in your company’s human resources (HR) department.
• Decide whether to make your request verbally or in writing. According to the Equal Opportunity Commission (EEOC), requests for accommodations don’t have to be submitted in writing. But it’s a good idea to document your request, in case there is a disagreement about how (or if) it happened after the fact. 

What if my employer denies my request for accommodations? 

A company can deny an accommodation request if they believe it will cause them “undue hardship,” meaning they believe it would be too expensive or difficult. They could also offer an alternative accommodation they believe is equally effective. 

If you believe your request has been denied unfairly, follow your company’s process for resolving disagreements or disputes. If that doesn’t resolve the issue, you can file a complaint with the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces laws against workplace discrimination. 

Thinking about job security

It’s understandable to be concerned that requesting accommodations might put your job at risk. Job security is a priority for many people, but especially for those who have chronic health conditions and health insurance provided by an employer. But your company can’t legally fire you for having a medical condition or for requesting accommodations. And if you have a track record of success at your job, your employer has good reasons to keep you — especially if you’ve been there for several years and know the business well.

What if I’m not sure I can do this job anymore?

Accommodations aren’t the only option. It may be hard to think about right now, but if lupus symptoms have made it very difficult for you to do your job — even with accommodations in place — it might not be healthy for you to stay in the role anymore. Additionally, if you work in a physically demanding job like construction or outdoor labor, there may not be reasonable accommodations that allow you to continue in that role safely. Too much stress can make your lupus symptoms worse. It’s okay to move on — leaving your job is not a failure, and it doesn’t show a lack of effort or commitment on your part. 

Another option to consider is taking time away from work during a flare or a medical emergency. The Family and Medical Leave Act (FMLA) is a law that lets eligible employees take up to 12 weeks of unpaid leave from their job for certain family and medical reasons. If you take time away from work under FMLA, your job will be protected, and you’ll keep your company health insurance coverage while you’re on leave. Note that if you take FMLA, your pay may be impacted during that time off.

If I decide to look for a new job, is there anything I should keep in mind? 

Job seeking might look different than it did before, because your priorities may have changed since your lupus diagnosis. For example, some people with lupus may choose to seek out a job that allows them to work from home or work a flexible schedule. But it’s important to remember that having lupus doesn’t make you a less competitive or qualified candidate. 

You don’t have to tell a potential employer about your diagnosis when you’re being considered for a role, but you can. Some people choose to disclose, or share their diagnosis, so that they can discuss accommodations with a potential employer and make sure the job will be a good fit for their needs. If you do tell a potential employer you have lupus, it’s illegal for them to discriminate against you or decide not to hire you because of your lupus diagnosis. 

That said, sometimes employers discriminate against people with disabilities and health conditions without realizing that what they’re doing is illegal. For example, an employer might assume you’ll be less productive or need to take more time off because you have lupus and decide not to hire you because of those assumptions. Unfortunately, this type of discrimination can happen — so it’s important to understand your options. To learn more about disclosing your diagnosis to a potential employer, visit JAN’s Disability Disclosure page. 

What if I don’t think I can work anymore?

If your lupus symptoms make it too difficult for you to work, you may be able to receive Social Security Disability Insurance (SSDI) benefits. If you have a work history and you’re no longer able to work due to a disability, SSDI will provide monthly payments to help cover costs of living. After 24 months, people receiving SSDI automatically become eligible for Medicare.