Autoimmune conditions affect millions of workers. These conditions typically cause fatigue, pain and other symptoms that may impact job performance on a daily or intermittent basis.
In California, employees with autoimmune conditions are protected under both state and federal laws. These protections help to ensure that they receive reasonable accommodations in the workplace. Virtually all employers are required to engage in an interactive process to determine how they can support workers with these medical conditions without compromising business operations.
Key legal protections
Under the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA), autoimmune conditions may qualify as disabilities if they substantially limit one or more major life activities. These laws prohibit employers from discriminating against employees based on their medical conditions and require them to provide reasonable accommodations unless doing so would create an undue hardship for the business at issue.
Autoimmune conditions covered under these laws may include:
- Rheumatoid arthritis
- Lupus
- Multiple sclerosis
- Crohn’s disease
- Type 1 diabetes
- Psoriasis
- Sjogren’s syndrome
- Hashimoto’s thyroiditis
Because symptoms of autoimmune conditions can vary and fluctuate, employees may need ongoing and/or flexible accommodations to manage their health effectively.
Employers are required to make reasonable accommodations that enable employees to perform their essential job duties. Common accommodations for workers with autoimmune conditions may include:
- Flexible work schedules to allow for rest or medical appointments
- Remote work options if commuting or in-office work worsens symptoms
- Ergonomic workstations to reduce physical strain
- Additional breaks to manage fatigue or medication side effects
- Modified job duties that align with the employee’s physical limitations
If an employer refuses to accommodate an autoimmune condition or retaliates against an employee for requesting accommodations, that employee may have grounds for a legal claim. Seeking legal guidance is a good way to learn more.