Work accommodation prep

Prepare a work accommodation request around function, not overshared medical history.

Use this tool to prepare a focused request for HR, a supervisor, or an accommodation team when symptoms, treatment, disability, or functional limits are affecting work.

Browser-only organizerUse the tool first. Read the education after if you need more context.

Nothing on this page uploads, saves, emails, submits, or stores patient information. Keep drafts factual, remove unnecessary private details, and send sensitive information only through the proper official channel.

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Find another organizerUse the searchable tool library when the problem has more than one piece.All tools →Protect private detailsReview what should be removed before sharing a draft, summary, or record note.Privacy check →Start over cleanlyUse Quick Start when the issue is tangled between doctors, pharmacies, insurers, and records.Quick Start →

Work accommodation prep

Organize the functional limits before requesting work accommodations.

Prepare a concise accommodation request for an employer, HR contact, or leave/accommodation team without giving your entire medical history.

Attendance, flares, or unpredictable symptomsAsk HR or the accommodation contact what forms, medical documentation, deadlines, and interactive-process steps apply before sending unrelated records.

Main work barrierRequest type

Patient / requester nameOrganization, office, school, or employer

Functional limitation or access needBarrier or problemRequested support or next stepProof or documentation to referenceDeadline, date, or safety concernPrior contact or response

Generated draft

Work accommodation prep

Patient / requester:
[Patient, parent, caregiver, employee, student, or advocate name]

Organization / office / school / employer:
[Name of clinic, facility, employer, school, office, department, or program]

Work setting:
Attendance, flares, or unpredictable symptoms

Request type:
Start the accommodation process

Functional limitation or access need:
[Briefly describe the functional limitation or access need. Focus on what is affected, not an entire medical history.]

Barrier or problem:
[Describe the policy, schedule, equipment, communication, attendance, access, leave, or process barrier.]

Requested support or next step:
[Ask for the accommodation, access review, forms, contact person, temporary support, communication aid, scheduling change, or written instructions.]

Relevant proof or documentation to reference, not overshare:
Examples: job duties affected, schedule problem, missed-work pattern, restrictions from provider, treatment schedule, flare pattern, or HR deadline.

Deadline, appointment date, school/work date, or safety concern:
[List any date, deadline, appointment, exam, work shift, leave date, certification due date, or access risk that should not be missed.]

Prior contact or response:
[List who was contacted, when, what was requested, and what answer or non-answer was received.]

Boundary language:
This draft does not determine ADA eligibility, FMLA eligibility, disability benefits, workers' compensation rights, or whether an employer must grant a specific request. It helps organize the request for the correct employer process.

Suggested next step:
Ask HR or the accommodation contact what forms, medical documentation, deadlines, and interactive-process steps apply before sending unrelated records.

Privacy reminder:
Use minimum necessary information. Do not paste full records, Social Security numbers, insurance IDs, prescription labels, school IDs, employer credentials, private portal screenshots, or unrelated medical history into public or unnecessary channels. Pain Care Rights does not upload, submit, email, save, or store this information.

Accommodation and leave can overlap but are not identical

A work accommodation request, FMLA leave request, paid sick leave request, short-term disability claim, and workers' compensation claim may involve different rules. Start by asking which process applies before sending unrelated documents.

Keep the request tied to job function

A strong request identifies the work barrier, affected job function, requested support, timeframe, and documentation question. It should not dump years of diagnoses or private records unless the correct process requires them.

What duty, schedule, location, attendance need, communication need, or environment is affected?
Is the request temporary, intermittent, ongoing, or tied to treatment?
What documentation does HR require and where should it be sent?
Is there a deadline, return-to-work date, or pending discipline issue that needs written clarification?

What this builder creates

The builder creates a browser-only work accommodation prep draft. It does not decide ADA eligibility, FMLA eligibility, disability benefits, wage issues, workers' compensation issues, or whether an employer must grant a specific request.

Sources

References used for this page.

These links are provided for transparency. They support general education and advocacy content, not individualized medical or legal advice.

EEOC — Disability Discrimination and Employment DecisionsUsed for general ADA employment-disability context.U.S. Department of Labor — FMLA FAQUsed to distinguish FMLA leave questions from accommodation prep.

Need leave instead of accommodation prep?

Use the FMLA prep worksheet when the issue is job-protected medical leave, intermittent leave, reduced schedule leave, or employer certification forms.

FMLA prep