Your legal rights in the workplace
Several federal laws in the United States protect your rights in the workplace when living with multiple myeloma. These laws prohibit discrimination and provide job-protected leave for treatment and recovery.
The following section breaks down some of the primary regulations that protect your legal rights.
Americans with Disabilities Act (ADA)
The Americans with Disabilities Act (ADA) of 1990 was designed to protect individuals with disabilities from discrimination in all areas of public life, including the workplace. Under the ADA, cancer is often categorized as a disability, which means the law provides protections for people with cancer to keep their jobs after a diagnosis.
Additionally, Title 1 of the ADA requires employers to provide reasonable accommodations to help employees with disabilities, including cancer, perform the essential functions of their jobs. Examples of such reasonable accommodations include:
- Flexible work schedules: Managing multiple myeloma and work requires schedule flexibility, such as part-time hours and compressed workweeks to accommodate fatigue or treatment appointments.
- Adjusted work environment: This includes adjusting lighting and temperature, or providing ergonomic equipment to promote comfort.
- Remote work options: When appropriate, your employer should allow you to work from home to enhance your work and productivity or make it easier to manage your diagnosis.
You should know that while the law requires employers to offer reasonable accommodations, this obligation is not absolute. An employer can opt out of offering them if doing so would impose undue hardship due to high costs and substantial disruptions to its business operations.
Family and Medical Leave Act (FMLA)
Under the Family and Medical Leave Act (FMLA), eligible employees of covered employers can take up to 12 weeks of unpaid leave each year for medical reasons, including cancer. This law allows you to take the time you need for treatment and recovery without worrying about losing your job.
How to Talk to Your Employer
Now that you know some of your legal rights in the workplace, the next step is to talk to your employer about keeping your job. Knowing who to talk to, what to disclose, and when to have the conversation about your job is crucial to getting the support you need.
Who to talk to
Start by speaking with HR, especially if you plan to take leave or request reasonable accommodations. Talking to HR will also help you understand the full scope of your legal rights and company policies. If your diagnosis or treatment plan will require changes to your work schedule or affect your ability to perform certain tasks, it's advisable to speak with your direct manager or supervisor as well. Whether or not you inform your close colleagues or team members is entirely up to you.
What to disclose
You are not obligated to share all the details of your diagnosis — you may choose to disclose that you have a medical condition and explain how the condition or its treatment may affect your work. Focus on discussing the specific adjustments you'll need to continue performing your job effectively and comfortably.
When and how to have the conversation
The timing of the conversation is another personal choice. Some points to consider when deciding include:
- Requesting accommodations: Should you need your employer to make accommodations for you, it's best to inform them as early as possible, as they are only obligated once they become aware of your needs.
- Anticipating work impacts: If you foresee your condition significantly affecting your performance or your ability to meet deadlines, it's helpful to proactively disclose it early enough to avoid issues.
- Applying for leave: There are notice requirements for certain legal protections, such as FMLA leave. Disclosing promptly ensures you meet these requirements and secure your rights.
When talking to your employer, a good rule is to focus on solutions, not only the problem. Come prepared with proposed adjustments that could help you perform your job effectively, and be open to your employer's ideas and alternative suggestions.
Practical Strategies for Managing Work
To effectively work while living with multiple myeloma, consider using a combination of strategies, such as:
- Managing your energy: Focus on essential tasks and, when possible, delegate or postpone less critical ones.
- Managing fatigue: Don't overexert yourself and take regular breaks to recharge, as they help to prevent fatigue. Rather than pushing through extreme fatigue or pain, learn to recognize your limits and rest when necessary.
- Maintaining self-care: Prioritize nutrition and sleep, and suitable physical activities if your doctor approves.
Your Partner Through the Experience
At the International Myeloma Foundation, we understand the challenges of navigating multiple myeloma and employment. We're here to support you as you navigate the experience of myeloma. We offer:
- Support groups: Our support groups provide opportunities to connect with peers who understand what you're going through. There, you can share experiences and get practical advice from other people with myeloma navigating their careers.
- Confidential guidance: If you have myeloma-related questions or personal questions about employment, our team is available to help.
- Wellness support: Wellness is a necessary part of balancing multiple myeloma with work life. IMF offers wellness resources for people living with myeloma and their care partners.
- In-depth resources: We offer resources to help you find legal assistance for employment concerns, disability claims, or medical leave issues.
Your Path Forward Starts Here
You can continue having a fulfilling career while living with multiple myeloma, and you can count on our support, any day, any time. Schedule a call with our InfoLine to discuss your myeloma-related questions and concerns.