Workplace Consequences of Psoriatic Arthritis
Working with Psoriatic Arthritis: Understanding Reasonable Accommodations
Living with psoriatic arthritis (PsA) can present challenges in the workplace, but the Americans with Disabilities Act (ADA) offers protections for employees with disabilities, including those with PsA.
Psoriatic arthritis is a condition that causes pain and swelling in the joints, and it can also affect other areas of the body, such as the eyes and heart [1]. Symptoms like joint pain, swelling, stiffness, and fatigue can make life in the workplace more stressful and difficult.
To help manage these challenges, it's essential for employees to communicate their needs to their employers and discuss possible accommodations. Reasonable accommodations for PsA may include ergonomic adjustments to workstations, such as ergonomic desks, chairs, keyboards, and mice, to reduce joint strain and pain [1].
Other accommodations might include flexible work schedules or modified breaks to manage fatigue or pain flare-ups, as well as permission for frequent breaks or opportunities to move or stretch to prevent stiffness and discomfort [1]. In some cases, if the current job is no longer feasible, an employer may be required to reassign the employee to a different position, provided another suitable position is available [2].
Employers are required to provide such reasonable accommodations unless doing so would impose an undue hardship on the operation of the business. Failure to accommodate can be considered discrimination under disability law, and reassignment to a vacant position is one recognized form of accommodation [2].
Workers are also encouraged to talk openly with their healthcare providers about work and accommodations, and to adhere to prescribed medical treatments to manage symptoms effectively [1].
Balancing work and time off may help manage PsA symptoms and support a successful career. Taking breaks can help with stress management, applying medications, and engaging in physical activities to distract from pain and fatigue. Additionally, taking walking meetings, standing and stretching between tasks, or finding shorter, more frequent movement breaks can help get extra movement at work [1].
In summary, for employees with psoriatic arthritis, reasonable accommodations under the ADA might include ergonomic workplace modifications, flexible scheduling, breaks to manage symptoms, and possible reassignment, all tailored to enable performance of essential job functions without undue hardship to the employer [1][2]. If an employer is not good about providing breaks, it may be necessary to discuss one's needs with them, as it may be a protected right.
- Employees with psoriatic arthritis (PsA) should communicate their needs to their employers, discussing possible accommodations that may include ergonomic adjustments to workstations, flexible work schedules, or modified breaks to help manage symptoms.
- The Americans with Disabilities Act (ADA) protects employees with disabilities, like those with PsA, from discrimination and requires employers to provide reasonable accommodations, unless doing so would impose an undue hardship on the operation of the business.
- Reasonable accommodations may include permission for frequent breaks or opportunities to move or stretch at work, as well as reassignment to a different position if the current job is no longer feasible.
- It's important for employees to adhere to prescribed medical treatments to manage PsA symptoms effectively and balance work with time off as needed.
- Taking breaks can help with stress management, applying medications, engaging in physical activities to distract from pain and fatigue, and are encouraged for employees with psoriatic arthritis.
- Workplace-wellness and health-and-wellness initiatives can help employees cope with chronic diseases like psoriatic arthritis, offering support for medical conditions such as psoriatic arthritis, skin conditions, and other chronic diseases.
- Employers should work to create a supportive environment that fosters open communication about medical conditions like psoriatic arthritis, and ensure compliance with the ADA by providing reasonable accommodations for employees with disabilities, like PsA.
