Living with a chronic health condition while maintaining a career can make you feel like you have two jobs. Between managing doctors’ appointments, treatments, symptoms, and work responsibilities, the mental and organizational load can be overwhelming.

Exploring your options and finding support

Jason, a 47-year-old Army veteran, found himself watching his vacation and sick days disappear. Living with chronic neck and back pain, hearing loss, memory issues, and PTSD meant he had more medical appointments than most of his coworkers—sometimes quite a few more. He worried his colleagues would think he was slacking, and the stress of running out of leave time was adding to his anxiety.

A fellow veteran suggested applying for leave under the Family and Medical Leave Act (FMLA). This program allows for up to 12 weeks of unpaid leave each year for qualifying health needs. Depending on your state, you may be able to take FMLA when needed rather than all at once, and you may not have to exhaust your paid leave before taking it. In Jason’s case, he was able to use FMLA for appointments while preserving his paid time off. Check your organization’s rules and the provisions in your state to see what’s possible for you.

Chronic health conditions affect millions of workers in various ways. Ginevra, an artist and professor with lupus, has good days when medications and self-care allow her to teach and work in her studio. During “flares,” however, crushing fatigue and pain can make it impossible to get out of bed. She’s arranged for colleagues to cover her classes during these unpredictable periods.

For people with cancer, the challenge extends beyond treatment—almost half of everyone diagnosed with cancer in the U.S. is in their working years. Six in 10 cancer patients report making job-related changes such as taking extended time off or switching to part-time work.

Even conditions like chronic migraine can create workplace challenges. Janet knows that when she feels a specific pain behind her left eye, she has only a few hours before needing to retreat to a dark room. Her manager’s skepticism about her symptoms adds unnecessary stress to her condition.

Managing mental health alongside physical symptoms

What many people, like Janet’s manager, don’t realize is that chronic conditions often come with significant mental health challenges:

• Anxiety about symptom flare-ups on the job or during important work events.
• Depression regarding limitations on career advancement. Breonna isn’t able to travel to in-person conferences due to a severe gluten allergy and other inflammatory conditions, and this bothers her a lot, although the option for virtual conferences has helped.
• Stress from juggling medical appointments with work deadlines.
• Fear of stigma when requesting accommodations.
• Identity struggles may occur when a condition affects your professional self-image.

These mental health impacts are real and deserve as much attention as physical symptoms. Addressing them can improve both your well-being and job performance.

What accommodations are available?

In the U.S. and Canada, employers must provide reasonable accommodations for employees with chronic health conditions. These can include:

• Flexible work schedules
• Modified job duties
• Ergonomic workspace adjustments
• Remote work options
• Extended breaks for medical needs
• Time off for appointments

The Americans with Disabilities Act and similar laws protect employees from discrimination and require employers to work with you on accommodations.

Benefits of workplace flexibility

The post-pandemic shift to remote work has been life-changing for many employees with chronic conditions. One survey found that 77 percent of employees with chronic conditions reported missing less work due to remote arrangements. This flexibility allows many to:

• Manage symptoms better in a controlled environment
• Reduce commuting strain and infection risk
• Access medications and treatments more easily
• Work during their most productive hours

Graphic designer Leon, for example, finds he is more efficient working at night when his pain levels are lower. This kind of accommodation can be particularly helpful for those whose energy levels fluctuate throughout the day.

Communicating with your employer

Taking advantage of your rights requires careful communication. Remember Jason, our veteran with multiple conditions and lots of appointments? He worked with both his manager and the HR department to complete his FMLA application and gather necessary medical documentation.

When discussing your needs:

• Be clear about your condition and required accommodations.
• Focus on how accommodations will help you perform effectively.
• Be prepared to provide medical documentation.
• Emphasize your commitment to your work.

Remember that your employer must maintain confidentiality about your condition. You aren’t required to explain your accommodations to coworkers—you can refer them to your manager or HR if questioned.

Making health care easier

Beyond workplace changes, new health care options like virtual visits have transformed care for people with chronic conditions:

• Access to specialized care regardless of location. Maryam in Seattle can work with a specialist in Denver.
• Convenient medication management. Kenneth, who has Parkinson’s, can get regular care without long drives.
• More frequent monitoring with less disruption to your workday, like Rachel’s diabetes monitor, which sends updates to her doctor and alerts Rachel to blood sugar issues when needed.

Being employed typically provides health insurance benefits. You might also explore disability benefits, health savings accounts, or flexible spending accounts through your workplace.

Prioritizing whole-person health

With whole-person health, your quality of life matters as much as medical measures of your condition. Ask yourself: Despite having a chronic condition, are you able to work meaningfully? Do you feel fulfilled?

Ways to advocate for your whole-person health include:

• Communicating your health goals to your health care team
• Exploring non-medication treatments like workplace wellness programs
• Keeping a health journal to track symptoms, treatments, and time off
• Paying attention to your mental health needs through counseling or support groups

Many workplaces offer employee assistance programs that include mental health services. Taking advantage of these resources isn’t a sign of weakness—it’s smart self-care.

Looking forward

The evolving landscape of work and health care has created new opportunities for people with chronic health conditions to thrive professionally while managing their health effectively. By understanding your rights, leveraging accommodations, and prioritizing your mental well-being alongside physical health, you can maintain a fulfilling career despite health challenges.

Learn more about living with a chronic condition in this article from Psychology Today. Also, check out “Family Leave and Other Rights for Workers With Chronic Health Needs.”

Names have been changed to protect privacy.