Mental Health Disability & Keeping Your Job

Answering the question:  How can I cope with a mental illness or disability without losing my job? 

This issue can be the trickiest to navigate in employment. This is how it’s supposed to work if your employer is honest and willing to follow the law known as the Americans with Disabilities Act (ADA):

First, ask yourself if your mental health issues are affecting your ability to do your job. If not, there is no need to tell your employer about your condition.

Second, if it does affect your job, ask yourself in what way(s). Being honest with yourself here is very important. Once you have identified its impact on your work, speak with your therapist or medical provider. Ask them to briefly write a note or letter stating that you have “X” medical limitation(s) due to your disability that require reasonable accommodation on the job. It does not need to include the specifics of your diagnosis—only that you are receiving treatment for a ongoing medical condition that causes these limitations. It is often better not to disclose your specific diagnosis as your employer does not have a need to know.

Some examples: 1) You take medication that impacts your ability to get to work by 8 a.m. due to side affects. Your accommodation request is to start at 10 a.m. instead of 8 a.m. 2) Your condition makes you unable to work 40 hours per week. Your accommodation request is to work a reduced work week.

By law, if your limitation does not prevent you from doing the essential functions of the job, your employer is required to accommodate you. This means that if your job is to call customers and the accommodation does not prevent your ability to call customers it should be accommodated.

Once you have the doctor’s note, you should meet with a representative of Human Resources or Personnel to give them the doctor’s note and discuss your request for reasonable accommodation. If you do not have ideas how to accommodate your limitation, a good resource is the Job Accommodation Network for accommodation ideas listed by condition or to ask questions of an accommodation specialist.

Third, if you believe your condition does prevent your ability to perform the essential functions of the position, you can request your employer assist you in finding vacancies in the organization for which you qualify at or below the same pay rate and can perform the essential functions with or without reasonable accommodation.

This entire process can be daunting and stressful. Make sure you have supportive resources including doctors, therapists, social workers, case managers, friends, and family members to help you advocate for yourself and get your needs met. If your employer is wiling to work with you and follow the ADA, it can help you be a successful, contributing member of the workforce which is the point of accessibility laws. I have worked through this process with hundreds of employees including myself to successfully meet the needs of employer and employee by creating a win/win for both.

Joceile Moore 

Reasonable Accommodation Specialist