Balancing work and parenting can be challenging for anyone, but when you add fibromyalgia into the mix, it can become even more overwhelming. The chronic pain, fatigue, and mental fog that come with fibromyalgia can make traditional work schedules challenging to manage, especially for parents. Fortunately, asking for workplace flexibility can help ease some of that burden. This article will guide you through requesting the accommodations you need to manage your fibromyalgia better while being an engaged parent and employee. Here are seven tips for requesting workplace flexibility for fibromyalgia parents.
Workplace Flexibility for Fibromyalgia
1. Know Your Rights as an Employee with Fibromyalgia
Before approaching your employer, it’s essential to understand your rights. In the U.S., fibromyalgia is considered a disability under the Americans with Disabilities Act (ADA). This means employers with more than 15 employees must provide reasonable accommodations unless doing so would cause undue hardship. Sensible accommodations could include flexible working hours, the ability to work from home, or modified duties.
2. Prepare Your Case for Workplace Flexibility
Gather as much information as possible to strengthen your request for workplace flexibility. This includes documentation from your doctor that outlines how fibromyalgia impacts your ability to work under a traditional schedule. You can also compile examples of how your symptoms have affected your work performance, especially during fibromyalgia flares.
3. Consider the Types of Flexibility You Need
Think about what specific adjustments will help you manage both your work and parenting responsibilities while dealing with fibromyalgia. Here are some examples:
Remote work options: If your job can be done remotely, request to work from home on certain days. This could help when you’re feeling particularly fatigued or dealing with pain.
Flexible hours: To manage your energy levels, you could ask to start and finish your workday at different times.
Reduced hours during flares: You may request part-time or adjusted workloads during fibromyalgia flare-ups. Read Managing Fibromyalgia Flares While Parenting and Working.
Tailor these options to your role and personal needs so you can present a workable plan to your employer.
4. Communicate Clearly with Your Employer
Be transparent, calm, and professional when you’re ready to speak with your employer. It's important to emphasize how workplace flexibility can benefit you and the company. Explain that having the flexibility to manage your health will make you more productive and able to contribute fully to your role. Read How to Discuss Fibromyalgia with Your Employer.
Here’s an example of what you might say:
"I’m committed to my role, but fibromyalgia presents some physical challenges, especially during flare-ups. I believe that flexible hours (or remote work) would help me manage my symptoms more effectively, ensuring I can continue to meet my responsibilities."
5. Propose a Trial Period
If your employer hesitates to change your work arrangement permanently, suggest starting with a trial period. This allows you and your employer to evaluate whether the new setup works. You can revisit the discussion after a few weeks or months and adjust as needed.
6. Be Open to Compromise
Your employer may be unable to grant every request you make, but that doesn’t mean they can’t offer some flexibility. Be open to compromise, and work together to find a solution that allows you to manage your fibromyalgia symptoms while fulfilling your work obligations.
From Robert A. Klingler Co, L.P.A., Attorneys at Law, What Every Fibromyalgia Patient Should Know About Their Rights:
First, your employer is required to make reasonable accommodations for you to ensure you are able to keep working. For the fibromyalgia sufferer, this could include extended break times, shorter work days (with adjusted pay), or a more comfortable work station. If your employer refuses to allow a reasonable accommodation despite your request, you may be facing unlawful disability-based discrimination, which is actionable under both Ohio and federal laws.
7. Follow Up on Your Request
After the initial conversation, follow up. Whether it’s to provide additional documentation from your doctor or to check in on how the trial period is going, staying engaged shows your employer that you’re serious about finding a sustainable solution.
Conclusion
Asking for workplace flexibility as a parent with fibromyalgia can feel daunting, but it’s an essential step toward maintaining both your health and your career. By knowing your rights, preparing your case, and communicating clearly with your employer, you can request the accommodations you need. Remember, advocating for yourself benefits you and improves work performance and overall well-being.
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