Know your options

This is plain-language information to help you navigate work conversations with confidence. It is not legal advice.

Educational only. Policies and laws vary by location. Consult with HR or legal counsel for specific guidance.

Reasonable adjustments at work

Reasonable adjustments are changes to your work environment, schedule, or responsibilities that help you work effectively. Examples include:

  • •Flexible work hours or remote work options
  • •Modified meeting schedules or protected focus time
  • •Adjusted workload or timeline expectations
  • •Quieter workspace or noise-canceling accommodations
  • •Written communication instead of verbal when possible

You can request adjustments without disclosing specific medical details. Focus on what you need to do your work well.

How to document without oversharing

When requesting support at work, you can document your needs clearly without medical details:

  • •Focus on work impacts, not personal details. Example: "I'm managing a temporary increase in cognitive load" instead of explaining why.
  • •Be specific about what would help. Example: "Protected focus time in the morning would support my effectiveness."
  • •Keep a private log of conversations, dates, and agreements for your own records.
  • •Follow up in writing after verbal conversations to confirm understanding.

When to consider HR support

Consider reaching out to HR when you need:

  • •Information about available workplace policies and accommodations
  • •Guidance on formal accommodation or leave processes
  • •Support if informal adjustments with your manager are not working
  • •Documentation of workplace changes for your records

You can explore options with HR before making formal requests. Many organizations offer informal accommodations.

FMLA and ADA basics

FMLA (Family and Medical Leave Act)

If eligible, FMLA provides unpaid, job-protected leave for serious health conditions. This applies to organizations with 50+ employees. Eligibility typically requires 12 months of employment and 1,250 hours worked. Leave can be taken intermittently for ongoing conditions.

ADA (Americans with Disabilities Act)

The ADA requires employers to provide reasonable accommodations for employees with disabilities that substantially limit major life activities. Accommodations are determined through an interactive process. You do not need to use specific medical terminology to request accommodations.

This is high-level information only. Laws vary by location and organization. Consult with HR, legal counsel, or an employment attorney for specific guidance.

Regional guidance

Select your region for location-specific information. Policies and laws vary by location and employer.

This tool does not provide medical or legal advice. All information is educational and for workplace navigation purposes only.