Work and income can be a crucial part of life for people living with Fanconi anemia (FA) and for their caregivers and care-partners. At the same time, FA and its treatments can affect energy, immunity, hearing, mobility, and many other aspects of daily functioning.

This page offers an overview of workplace reasonable accommodations and provides links to tools you can use to request help at work. It is designed for:

• People living with FA who are working or returning to work
• Caregivers or care-partners supporting someone with FA

This page provides general education, not legal advice. For questions about your specific situation, consider speaking with a lawyer, a free legal clinic that understands disability and employment law, askJAN.org, or legal navigators at Triagecancer.org.

What Is a “Reasonable Accommodation”?

Under the Americans with Disabilities Act (ADA), a reasonable accommodation is a change to the workplace or how a job is usually done that helps a qualified employee with a disability apply for a job, perform essential job functions, or have equal access to workplace benefits, so long as it does not create an undue hardship for the employer.

Examples include:

• Flexible schedule or workload
• Remote or hybrid work
• Assistive equipment or ergonomic supports
• Adjusted communication or task structure

Who Is Protected Under the ADA? (Definition of Disability)

Under the ADA, a person has a disability if they have a physical or mental impairment that substantially limits one or more major life activities, including activities such as walking, breathing, hearing, concentrating, or major bodily functions like immune system function or cell growth.

The ADA also protects individuals who:

• Have a record of such an impairment
• Are regarded as having an impairment

Important clarification: ADA disability status is NOT the same as disability status under SSI or SSDI. You do NOT need to qualify for SSI or SSDI benefits to request workplace accommodations. The ADA uses a broader and different definition of disability.

Caregivers: ADA vs FMLA

Caregiving alone does not usually qualify someone for ADA accommodations. However, the ADA does protect employees from discrimination based on their association with a person who has a disability.

Caregivers may qualify for FMLA (Family and Medical Leave Act) leave if they need time off to care for a family member with a serious medical condition.

Caregivers who also have their own health conditions—such as anxiety, depression, chronic fatigue, or physical injuries—may qualify for ADA accommodations for their own disabilities.

Why Someone with FA or a Caregiver Might Need Accommodations

People with FA or caregivers may need workplace adjustments due to:

• Frequent medical appointments or treatments
• Immunosuppression and infection risk
• Fatigue, pain, or reduced stamina
• Hearing loss or sensory challenges
• Cognitive fatigue or mental health needs
• Intensive caregiving responsibilities

Specific examples can be found in the Workplace Accommodations Reference Sheet for FA. For a comprehensive list, visit askJAN.org.

How the Accommodation Process Works (The “Interactive Process”)

When an employee requests accommodations, the employer must engage in an interactive process. This is a good-faith, back-and-forth discussion that typically includes:

1. Requesting the accommodation (written or verbal)
2. Employer asking questions about job challenges and needed changes
3. Limited medical documentation, if needed
4. Exploring possible accommodations together, including trial periods
5. Implementing and adjusting accommodations as needs change

How to Ask for an Accommodation

You are requesting an accommodation when you:

• Explain that you have a medical condition or disability, and
• State that you need a change at work because of it.

No legal jargon is required, and you do not need to disclose your medical diagnosis unless you choose to.

FCF provides editable templates:

• Accommodation Request Letter – Individuals with FA
• Accommodation Request Letter – Caregivers

You can request a written response from your employer (for example, within 10–14 business days).

Undue Hardship

Employers are not required to provide an accommodation that creates an undue hardship—meaning significant difficulty or expense. However, many accommodations are low-cost, and employers must still explore alternative options if one idea creates hardship.

Privacy, Disclosure, and Company Policies

Privacy & Medical Information

• Under the ADA, employers must keep employee medical information confidential and stored separately from regular personnel files.
• You generally only need to share enough medical information to show that you have a disability and explain your functional limitations. You usually do not need to share full records or very detailed history.
• Health care providers and health plans are often subject to HIPAA, which controls how they can share your information, but HIPAA does not directly regulate what you tell your employer.

Triage Cancer has detailed materials on disclosure, privacy, and medical forms if you want to dig deeper.

Company Policies and State Law

• Check your employee handbook, intranet, or HR site for policies on disability accommodations, medical leave, remote work, and flexible schedules.
• If you have a union, there may be additional protections in your contract.
• Some states have laws that give more protections than federal law, including for smaller employers or caregivers. Triage Cancer provides state-by-state charts you can review.  https://triagecancer.org/StateLaws

Benefits of Accommodations

Accommodations can:

• Support job stability and income security for people with FA and caregivers
• Help employers retain experienced workers
• Reduce burnout and turnover
• Improve workplace morale and inclusivity

FCF Tools and Templates

Additional Trusted Resources

Job Accommodation Network (JAN) – Free, confidential guidance on workplace accommodations and disability employment issues, including FA-relevant limitations like fatigue, immune problems, and hearing loss.

Triage Cancer / Triage Health – Free education on cancer, work, insurance, disability benefits, the ADA, FMLA, and privacy/disclosure, including Quick Guides and checklists.

ADA National Network – Information and fact sheets on the ADA, including definitions of disability, major life activities, and reasonable accommodations.

U.S. Department of Labor – FMLA – Information on job-protected leave for your own serious health condition or to care for a family member.