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6. Research local sick-leave laws.

Your state or municipality might have its own sick leave laws, which are worth investigating. The laws will support you when your chronic illness is interfering with your ability to work. In that case, you may be able to claim a certain amount of paid sick leave time based on your location.

Employers must pay employees at their typical wage for this leave.
For example, in New Jersey, you earn an hour of paid sick leave — up to 40 hours in total — for every 30 hours you work. Additionally, nine municipalities in the state have their own sick-leave laws, and some states with no sick-leave laws have their own rules you should know.

Did You Know?

If you are hiring candidates, there are some illegal interview questions you cannot ask, including broad questions about a potential hire’s health or whether they have had previous illnesses.
If issues arise with your employer, turn to HR or the Americans with Disabilities Act (ADA).

O’Brien explained that the ADA covers employers with more than 15 employees and requires them to provide reasonable accommodations to disabled employees, so long as they do not cause undue hardship to the company.

If you feel you’re being discriminated against or have a case against your employer, don’t hesitate to reach out for help. However, there’s a way to do it without tarnishing your professional relationships.

“Use the ADA as a collaborative tool, not a sword,” O’Brien said. “Approaching an employer with threats of ADA action is not advisable when attempting to continue employment.”

1. Know your rights.

As an employee with a chronic health condition, you have the right to request reasonable accommodations, like flexibility, extra feedback or supervision time, additional instructions on assignments and, most importantly, support from your company, Russinova said. Know your rights, and don’t be afraid to exercise them.

4. Prepare for sick days.

If you expect your illness to conflict with your work schedule or responsibilities, alert your employer ahead of time.
“Employers do appreciate knowing as soon as possible so they can plan for that,” Damron said. From there, your manager can understand your limitations and make accommodations.

In addition, try to prepare for days when you cannot work, rather than waiting until the last minute to notify your supervisor, Russinova advised. You should also prepare a plan that you and your employer can follow if you unexpectedly need time off to address your illness.

“If an employee expects the illness to require regular physician appointments, then absences should be discussed,” O’Brien said. “If there will be bad days or good days, then uncertainty should be discussed. If specific workstation accommodations are needed, those should be discussed, but there is not the need to discuss sensitive particulars with an employer unless the employee is comfortable doing so.”

3. Disclose your diagnosis sensibly.

You don’t have to tell anyone about your condition unless you want to. However, depending on the severity of it, consider disclosing the information to your boss, especially if it interferes with your job.

“Part of the challenge an employee faces at the outset of an illness is determining what to share with their employer,” said Thomas O’Brien, president of O’Brien & Feiler, a law firm that concentrates on disability and insurance law. “Some employees may be fearful of being fired outright (especially in at-will employment states). As such, it would be wise for an employee to consider the accommodations that may be needed in the immediate and long term before having this conversation.”

“Sometimes it’s a nice means of support. These are people you probably see more than your family some weeks. If there are folks that you work with that are comrades, I think it’s a nice way to be supported and for people to understand if they are seeing changes in your schedule.”

2. Find a balance between work and health.

Many people put work before their health, but that shouldn’t even be an option. Your condition doesn’t have to prevent you from thriving in your career, but you need to take care of yourself first.

“We’ve seen folks who become physically or emotionally unable to do the work but are scared to talk with their employer about that,” Collins Damron said. “On the other side, there’s people who just power through and don’t want to let any balls drop and then crash because it’s just too much.”

Working beyond your physical and/or mental limits can result in poor work quality and increased health risks, neither of which is worth proving a point to yourself or to your boss. You have a legitimate reason to slow down — don’t ignore it. Find a healthy way to get work done without exhausting your body or mind.

1. Be honest with yourself.

Your illness is a condition that you are trying to manage, and you shouldn’t deny it just because you’re at work. If you’re experiencing symptoms, acknowledge and approach them with care rather than working until you crash.

Be honest with yourself, both physically and emotionally. According to Kelli Collins Damron, director of patient engagement at the National Kidney Foundation, many people are afraid of losing their job, don’t know their rights or fear they can’t keep up. However, pushing yourself too far and placing your health at risk will only hurt you in the long run, she said.

Jean Paldan, founder and CEO of Rare Form New Media, was diagnosed with chronic fatigue syndrome after an emergency appendectomy two years ago. At first, this had a negative impact on her business because she couldn’t dedicate as much time and energy as before. Paldan has since learned to accept the condition and prioritize her health over her business.

6 ways to manage chronic illness at work
Although chronic illnesses present challenges for the employees who experience them as well as for their managers, taking thoughtful steps to address these difficulties and maintaining open communication can help create a supportive and productive work environment for everyone.

Here are some tips for managing chronic illness at work. To understand employees’ perspectives, leaders also may benefit from this advice.

4. Quitting a job that you hate

No one wants to be stuck in a job they hate, but many professionals do end up taking jobs that don’t let them reach their full potential. If you find yourself at a company with a toxic work culture or in a role with no room for professional development, you may need to take one of the biggest career risks of all — quitting your job.

Quitting a job can be scary and uncomfortable, but there’s no sense in staying with an organization whose values and goals don’t align with your own. Learn how to navigate a midlife career change smoothly.

It’s always wise to have another job lined up before quitting your current job. If there’s something you’re more passionate about than the work you’re doing in your career, find a way to make your passion your job. This may involve working for another company, venturing out on your own as a freelancer or starting your own business.