I am a migraine sufferer. Not the vague “kind of bad headache” migraines that people talk about casually, but the real deal: lying in a dark room, feeling like someone is trying to squeeze out one of my eyeballs, assaulted by rolling waves of nausea, terrified that a new smell is going to waft in and cause new waves of agony.
It sucks.
But as chronic illnesses go, it’s also pretty mild. I get migraines infrequently, and generally I know they’re lurking so I can often take a prophylactic pill and get by. But this all causes me to have a whole lot of The Feels for people whose chronic conditions are so much worse than mine.
I’m also far from alone. According to the Health Policy Unit at Georgetown University, roughly a third of adults, aged 18-65, have at least one chronic condition. What can you do if you’re among this number?
First, of course, is to get yourself a diagnosis. Talk with your healthcare provider about common triggers for your condition, and ask for suggestions for accommodations. This is especially true if you see a specialist, since those are the folks who know the most about what you’re dealing with. In the course of all this, you will also need to be honest with yourself, both to root out anything that triggers a bout for you, and to understand your capabilities and limitations. These may change over time, so stay on top of things as much as possible, and pay attention to your health.
Next, be vigilant about self-care. I know that sounds a bit like a no-brainer, but our culture encourages productivity and dedication to work above everything, and this is especially unhealthy for people with ongoing health issues.
Be cautiously open about your diagnosis. Your colleagues are unlikely to want to hear much in the way of detail, but your supervisor and HR team may need to know a bit more, particularly if they aren’t familiar with your diagnosis. Bring them a list of the accommodations you feel you need, and discuss those with them. Be aware that they may rule some out if those don’t meet their criteria for “reasonable accommodations,” so have a backup plan in case you need it. And remember to be cautious—there’s still a lot of stigma about some of these challenges, especially if your issue is primarily a mental health one.
And finally, plan your PTO wisely. If, like me, you are likely to need a day off without notice, make sure you keep track what you’ve taken and how much time you have left. If your condition means you may need larger blocks of time off, investigate whether your employer offers some sort of leave bank, in which people can “donate” their unused PTO for circumstances like yours. And be sure you’ve discussed a flexible schedule with your manager.
If you have further questions, be sure to check with the ADA:
Need more information? Please feel free to reach out to me:
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