Can you still work if you have arthritis? Navigating Your Career

According to the CDC, over 54 million adults have been diagnosed with arthritis, and many of them continue to work successfully [1]. For individuals with this condition, a key question arises: can you still work if you have arthritis? The answer is often yes, and this guide provides strategies for navigating the challenges.

Quick Summary

Managing arthritis while maintaining a career is possible with the right strategies, including exploring workplace accommodations, adapting your work environment, and developing effective symptom management techniques. Many people with the condition find ways to thrive professionally by focusing on their strengths and adjusting their approach to work.

Key Points

• Adapt your environment: Ergonomic tools and modifications can significantly reduce strain.

• Explore legal rights: Know your rights under laws like the ADA for potential protections and accommodations.

• Manage your symptoms: Effective pain management is crucial for maintaining productivity.

• Communicate openly with your employer: Discussing your needs can lead to supportive workplace solutions.

• Consider flexible options: A flexible schedule or remote work can be highly beneficial.

• Don't give up on your career: Many people with arthritis continue to have fulfilling professional lives.

• Seek professional guidance: Working with a doctor or occupational therapist can provide personalized strategies.

Your Rights and Responsibilities as an Employee

For many, arthritis presents a physical hurdle, but not an end to their professional life. The first step toward a sustainable working life is understanding the resources and protections available to you. Federal laws in many countries protect employees with disabilities, including those with chronic conditions like arthritis.

The Americans with Disabilities Act (ADA)

In the United States, the ADA ensures that people with disabilities have the same rights and opportunities as everyone else in employment, including the right to reasonable accommodations. This can include modifications or adjustments to a job or work environment that enable a qualified employee with a disability to perform the essential functions of their position. For example, an adjustable-height desk, a specialized chair, or ergonomic equipment might be considered reasonable accommodations. The ADA also prohibits discrimination against individuals with disabilities in all areas of public life, including the workplace.

Communicating with Your Employer

Having an open and honest conversation with your employer is a crucial step. Many people with arthritis are hesitant to disclose their condition for fear of being viewed as less capable. However, providing your employer with relevant information about your condition is necessary to request and receive reasonable accommodations. Approach the conversation prepared, and focus on your abilities and how specific accommodations can help you perform your job effectively. It's often helpful to provide documentation from your healthcare provider detailing your limitations and suggesting potential accommodations. Organizations like the Job Accommodation Network offer free guidance on accommodations and the ADA, serving as an authoritative resource for both employees and employers.

Frequently Asked Questions

What kind of jobs are best suited for someone with arthritis?

Jobs that require less physical strain, offer flexibility, or allow for movement are often suitable. Examples include data entry, coding, writing, graphic design, and some administrative roles. Remote work is also an excellent option. For more physical jobs, accommodations and assistive devices can make them manageable.

How can I explain my arthritis to my boss?

Approach the conversation professionally and focus on solutions. Explain that you have a chronic condition, arthritis, and are exploring ways to manage it to maintain your performance. Frame your needs as a way to continue being a productive and valuable employee, not as a problem. Provide specific, reasonable requests for accommodations that you've discussed with your doctor.

What if my employer refuses to provide accommodations?

If an employer refuses a reasonable accommodation request, it could be considered discrimination under the ADA. You may need to document your interactions and seek legal guidance or contact the Equal Employment Opportunity Commission (EEOC). Before it reaches that point, try to find a solution through a formal, interactive process with your employer.

Are there specific ergonomic tools that can help me at work?

Yes, many ergonomic tools can help. These include ergonomic keyboards and mice to reduce wrist strain, supportive chairs to protect your back, adjustable desks for alternating between sitting and standing, and special tools or gripping aids for those with hand arthritis. Consider consulting an occupational therapist for a personalized assessment.

Can I request a flexible schedule to manage my symptoms?

Yes, requesting a flexible schedule is a common and often reasonable accommodation. For example, you might ask to start later to manage morning stiffness or work shorter days with more frequent breaks. A flexible schedule allows you to manage fatigue and pain on your own terms, which can improve your overall productivity and well-being.

How can I find a job with less physical demand?

Start by identifying your transferable skills. If you've been in a physical role, what non-physical skills have you developed? Search online for remote or desk-based jobs in your industry. Consider taking online courses or certifications to add new skills to your resume. Networking within less physically demanding sectors can also help.

What is the difference between osteoarthritis and rheumatoid arthritis regarding work accommodations?

Osteoarthritis is a 'wear and tear' condition, so accommodations might focus on reducing stress on specific joints, like providing a supportive chair or ergonomic keyboard. Rheumatoid arthritis is an autoimmune disease, which often involves systemic fatigue and unpredictable flare-ups. Accommodations for RA may include flexible hours, more frequent breaks, or the ability to work from home to manage severe fatigue and pain.