To Disclose or Not?
The decision to tell your employer about your FND is a personal one. In many countries, you are not legally required to disclose a health condition unless it affects your ability to perform the safety-critical parts of your job.
Reasons to Disclose
- • Access to legal protections and accommodations.
- • Explains sudden symptoms like seizures or tremors.
- • Allows for a more supportive relationship with managers.
Reasons for Caution
- • Fear of discrimination or lack of understanding.
- • Desiring to keep health matters private.
- • Uncertainty about how long symptoms will last.
Reasonable Adjustments
Under laws like the Americans with Disabilities Act (ADA) or the UK Equality Act, employers are often required to make "reasonable adjustments" to support you:
- Flexible Hours: Starting later in the day if morning symptoms are severe.
- Remote Work: Working from home on high-fatigue or high-symptom days.
- Physical Aids: Using an ergonomic chair, a standing desk, or speech-to-text software.
- Quiet Breaks: A space to rest if symptoms (like tremors) become overwhelming.
Explaining FND to HR
Career Fluctuations
It is common for FND to require a shift in career direction. Some patients find that high-stress environments are major triggers and choose to move toward more flexible or lower-stress roles while they focus on recovery.
The 'Return to Work' Plan
If you have been off work, a "phased return" is the most successful approach. Start with 2 mornings a week and slowly build up. This prevents the brain from being overwhelmed by the sudden return to a high-stimulation environment.