People working with ALS often debate when and how to tell their employer about their diagnosis. There are several factors to consider, including what type of work you are doing and how ALS is affecting your ability to do your work safely and effectively. Also, your relationship with your employer may impact how comfortable you are with discussing your diagnosis.

It may benefit you to talk with your family to determine whether you want or need to continue working, and for how long. Then plan to meet with your employer before your work performance is affected.

Usually, the best place to start is with your employer’s Human Resources Department. The Human Resources Department or Manager is responsible for understanding basic company information, including benefits and other compensation, as well as handling personnel and employee relations issues, all while ensuring the company’s compliance with laws and regulations. The Human Resource Department will be able to give you details or provide resources on your employer’s healthcare benefits, time-off policies, group pension plans and any short- or long-term disability plans for which are you eligible.

It is easier to make decisions about work once you are fully informed of your options. Ideally, you will work with your employer to strike a balance that meets your needs and theirs.

There are two laws in place that can provide some protection and relief if you chose to remain employed. The Americans with Disability Act (ADA), originally passed in 1990, and subsequent amendments make it unlawful to discriminate in employment against a qualified individual with a disability. If you have a disability and are qualified to do a job, the ADA protects you from job discrimination based on your disability. If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, to be protected from job discrimination by the ADA.

The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers (all businesses with 50 or more employees at sites within 75 miles of one another) to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

For more information on these two federal laws, you can explore the details of both at the US Department of Labor website or ask your Human Resources department.

Whether you are working for the professional fulfillment or for financial need, the decision to retire or continue working is a personal one. Explore some tips for making the decision.

Employment Decisions