When you’re managing a chronic condition like fibromyalgia, balancing your health with your work life can be challenging. One of the most critical steps in managing fibromyalgia at work is having an open conversation with your employer. This conversation can help ensure you receive the accommodations and understanding necessary to do your job effectively while managing your symptoms. However, knowing what to say—and what not to say—is vital to a productive discussion. Here’s how to discuss fibromyalgia with your employer.
Why It’s Important to Talk About Fibromyalgia with Your Employer
Fibromyalgia can cause a range of symptoms, including chronic pain, fatigue, and cognitive issues, often referred to as “fibro fog.” These symptoms may interfere with your ability to work, but with proper accommodations and understanding from your employer, many of these challenges can be managed effectively.
Discussing fibromyalgia with your employer allows you to:
- Ensure a supportive work environment.
- Request accommodations under workplace laws like the Americans with Disabilities Act (ADA).
- Improve your productivity by managing your condition more effectively at work.
What to Say When Talking About Fibromyalgia with Your Employer
It is essential to approach the conversation in the right way. You should focus on your needs, highlight your abilities, and discuss how specific accommodations can help you stay productive.
Be Honest and Clear About Your Condition
Explain fibromyalgia in simple terms. You don’t need to go into every detail, but your employer must understand the main symptoms that affect your work.
Example: “I’ve been diagnosed with fibromyalgia, which causes chronic pain and fatigue. Sometimes, I experience flare-ups that make maintaining the same energy levels difficult.”
Emphasize Your Commitment to Your Job
Let your employer know that you’re dedicated to your work and that any accommodations you request are to ensure you can continue being productive.
Example: “I’m very committed to my role here, and by making a few adjustments, I know I can continue to perform at my best even during flare-ups.”
Focus on Solutions
Present solutions rather than just outlining your problems. Share specific accommodations or strategies to help you manage your symptoms while meeting your work obligations.
Example: “I believe adjusting my work schedule slightly during flare-ups—such as starting an hour later or working from home on those days—would help me manage my symptoms while still completing my tasks.”
Mention Flexibility
If flexibility in your job is possible, such as remote work, flexible hours, or additional breaks, mention how these accommodations can help during flares.
Example: “On days when I experience a flare, having the option to take short breaks to manage my pain or fatigue would help me stay productive throughout the day.”
Know Your Rights
It’s helpful to know that fibromyalgia qualifies as a disability under the American Disabilities Act in the United States, which means your employer is legally required to provide reasonable accommodations. Mentioning this, if needed, can ensure that the conversation is taken seriously.
Example: “Since fibromyalgia is recognized as a disability, I’d like to discuss some reasonable accommodations that can support me in continuing my work without disruption.”
What Not to Say When Talking About Fibromyalgia
While honesty is essential, framing the conversation constructively and positively is equally crucial. Avoid language that could create unnecessary concerns about your ability to perform your job.
Don’t Dwell on the Negative
It’s tempting to unload the frustrations of living with fibromyalgia, but focusing too much on the challenges could make your employer feel unsure about your ability to work.
What Not to Say: “I’m in so much pain all the time; I don’t know if I can keep up with my responsibilities.”
Instead, focus on how accommodations can help you manage those symptoms without affecting your performance.
Avoid Being Vague
Don’t leave the conversation open-ended by being vague about your needs. If you don’t ask for specific accommodations, your employer may not know how to help you effectively.
What Not to Say: “Sometimes my symptoms get bad, and I might need help.”
Instead, be specific about the accommodations that will work for you.
Don’t Say You Can’t Do Your Job
Even if there are parts of your job that are difficult because of fibromyalgia, it’s better to phrase this as needing adjustments rather than stating you can’t do the work at all.
What Not to Say: “I just don’t think I can do this anymore.”
Instead, say, “Certain tasks are harder on flare days, but I can manage with the right support.”
Don’t Be Defensive
While feeling anxious about disclosing your condition is natural, coming across as defensive can make the conversation tense. Keep the tone professional and focused on finding solutions.
What Not to Say: “You have to accommodate me because I have fibromyalgia.”
Instead, say, “I’m requesting accommodations under the ADA to ensure I can continue to meet my responsibilities effectively.”
Tips for a Successful Conversation
Prepare in Advance: Know what you want to say before the meeting. Have a list of possible accommodations, and be ready to explain how they will help you perform better.
Stay Calm: Keep the conversation respectful and solutions-oriented. Your employer is more likely to cooperate if you stay calm and focused.
Document the Discussion: After the conversation, make sure you have a record of what was agreed upon. This will help you if any issues arise later.
Follow-Up: After implementing accommodations, follow up with your employer to discuss how things are going and whether adjustments need to be made.
Read Fibromyalgia: Tips for Workplace Accommodations by Respect Care Givers.
Conclusion
Discussing fibromyalgia with your employer may feel daunting, but it’s an essential step in ensuring you receive the support you need at work. Focus on being honest, emphasizing your commitment, and suggesting specific accommodations. Approaching the conversation with a solutions mindset can create a more understanding and supportive work environment.
