One of the most common questions I am asked is whether you can still work with gastroparesis. This is a fair question, as living with gastroparesis poses unique challenges that extend beyond merely managing your physical health.
In short, for some people with gastroparesis, it is incredibly difficult or impossible to continue working. Others are provided enough flexible accommodations that they are able to maintain employment. In this post, I cover what kind of reasonable accommodations can be helpful to allow those with gastroparesis to continue working. I also delve into what your legal rights to these accommodations are.
![a woman in a wheelchair is sitting at a table drinking coffee with her laptop in front of her. This is an example of an accessible workplace that has made accommodations for people with disabilities.](https://i0.wp.com/dealingwithdisability.ca/wp-content/uploads/2023/12/disability-marcus-aurelius-4064080-1024x683.webp?resize=640%2C427)
What is Gastroparesis?
Gastroparesis is a gastrointestinal disorder characterized by delayed gastric emptying. Our stomach muscles don’t work properly, leading to some very uncomfortable symptoms. Some of the most common symptoms of gastroparesis are nausea, vomiting, abdominal pain, and fluctuations in blood sugar levels. These symptoms can vary in intensity, making each person’s experience unique. Gastroparesis symptoms can range from mild to severe. People often experience ‘flares’ – they may be totally ok one week and completely debilitated the next. I was diagnosed with gastroparesis just over a year ago. I now have a feeding tube to get my nutrition. Due to the feeding tube, I have a disability. I only run my feeding tube overnight while I am at home. However, others with gastroparesis have to run their feeding tubes 24/7. This adds an additional complexity to trying to participate in traditional workplaces.
There is no cure and very few treatment options for gastroparesis, making it a difficult illness to manage. As the severity of your symptoms could be different every day, it can also make traditional employment difficult. Gastroparesis can last a very long time – it is a chronic condition. Most people will have it for the rest of their lives.
The Possibility of Employment:
A lot of people believe that a gastroparesis diagnosis means that they can no longer work. This is not necessarily true. Many individuals with gastroparesis are still employed in full-time traditional employment.
However, the feasibility depends on the severity of symptoms and the flexibility of the work environment. Having proper accommodations can make your work life so much easier. Many people with gastroparesis are able to lead fulfilling professional lives with the right accommodations in place.
A few months ago I wrote a post about all the things I can no longer do now that I can’t eat. Fortunately, I can still work. However, there are things I can’t participate in that are common in workplaces. This includes things like team lunches, cocktail hours, and business dinners. Work travel is basically impossible for me. And I need to work a steady schedule to ensure I have time to run my feeding tube overnight.
Statistics on Employment for People with Disabilities:
To understand the broader landscape, it’s essential to examine the current state of employment for individuals with disabilities.
According to the U.S. Bureau of Labor Statistics, in the United States in 2020, only 17.9% of people with disabilities were employed.
In Canada, the Labour Force Survey showed that in 2022, while 65.1% of persons with disabilities were employed, the employment rate for those with severe disabilities was only 26.8%. Additionally, another report showed that in 2019, persons with disabilities in Canada earned 79 cents for every dollar persons without disabilities earned.
Obviously, this needs to change. One way to do that is to help people with disabilities enter and stay in the workforce. Providing appropriate accommodations can help do this.
Accommodations for Gastroparesis:
A reasonable accommodation for individuals with gastroparesis can vary depending on the nature and severity of their symptoms. Here are some examples of reasonable accommodations that you may consider asking your employer to implement. These may help allow you to work even with gastroparesis.
1. Remote Work:
Remote work has become a lifeline for individuals with chronic illnesses, including gastroparesis. Firstly, the ability to work from the comfort of home eliminates the challenges associated with commuting. Commuting can be exhausting for people that already have limited energy. It can also trigger symptoms like nausea or physical pain. I often get extremely nauseous in cars and public trasnportation. It also helps people with disabilities, who often face a ‘crip tax’, to save money on transportation costs.
Remote work also provides a conducive environment for managing symptoms. It is so much easier and more comfortable to be sick in your own home. Unfortunately, the vast majority of employers are now requiring their employees to work in person full time. It can be incredibly difficult to find a job that offers remote work, even when required for a disability or chronic illness.
2. Flexible Hours:
Flexibility in work hours can be a game-changer for those dealing with gastroparesis. Instead of having to work the traditional 9-5 work hours, employees can choose to work any 8 hours in a day. And preferably, not necessarily all in a row. This accommodation allows individuals to tailor their work schedules around symptom patterns and energy levels. This ensures optimal productivity while accommodating someone’s health needs.
This is particularly helpful for those with gastroparesis. Many feel the most symptoms in the mornings when they first wake up or right after eating. Being able to delay the start of your work day until you are feeling better can be really helpful.
3. Accessible Bathrooms:
For individuals with gastroparesis, frequent and urgent bathroom access is crucial. Employers can support their employees by ensuring workplace bathrooms are easily accessible and accommodating. This can reduce stress and discomfort associated with gastrointestinal illnesses. Access to private bathrooms is also helpful where possible, as a common symptom of gastroparesis is frequent vomiting. People with chronic illnesses and disabilities have the right to privacy, and private bathrooms can help ensure this.
Some other reasonable accommodations that you can ask for include:
- Meal Accommodations: providing a flexible break schedule to accommodate frequent, smaller meals throughout the day instead of one long lunch break.
- Workspace Modifications: offering an adjustable desk and chair to help provide comfort to those dealing with pain and discomfort.
- Temperature and Lighting Changes: allowing employees to control the temperature and lighting in their own workspace to help create a more comfortable environment. Many people with gastroparesis have difficulty regulating their body temperatures, and may find the regular temperature in an office too hot or cold. This is particularly true for women, as research has shown that most offices are kept too cold for women.
- Flexible Dress Code: implementing a flexible dress code to accommodate those who may need to wear more comfortable clothing to help manage their symptoms or accommodate feeding tubes or other medical devices.
- Medical Leave: offering flexible medical leave policies for times when symptoms are particularly severe or for employees to attend medical appointments.
- Quiet Workspace: creating a quiet workspace or designated area for employees who may need a low-stimulation environment to focus on tasks. It is exhausting dealing with chronic illness, and removing additional stimuli can be extremely beneficial. You can also ask for noise-canceling headphones or soundproofing measures if you are sensitive to noise.
- Assistive Technology: providing assistive technology or software that can aid in tasks affected by symptoms, such as voice-to-text software for individuals who may have difficulty typing. Many employers resist giving people tools that would make their jobs easier – but in some cases, these tools are necessary for some employees.
- Job Redesign: redesigning job tasks to minimize physical demands or providing additional support in areas where symptoms may impact performance.
- Educational Programs: conducting awareness programs to educate coworkers and supervisors about chronic illness and disability, fostering a supportive and understanding work culture.
- Transportation Assistance: for the most part, employers are not responsible for ensuring their employees get to work. However, providing transportation assistance for employees who may struggle with commuting due to symptoms or side effects of medications could be extremely beneficial to so many.
It’s essential to approach accommodations on an individual basis. Employees are required to take into consideration your unique needs and try to craft solutions that will allow you to perform your job duties while also managing your health.
However, employers are only required to provide reasonable accommodations up to undue hardship. If your accommodation request was refused, you need to review your legal rights to see whether you are entitled to the accommodations that you need to stay employed.
![A woman is sitting in front of her laptop with her head in her hands. She is dealing with workplace stress due to a lack of accommodations.](https://i0.wp.com/dealingwithdisability.ca/wp-content/uploads/2024/02/workplace_accommodations-energepiccom-313690-1024x768.webp?resize=640%2C480)
Legislation on Reasonable Work Accommodations:
Americans with Disabilities Act (ADA):
The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities in various aspects of life, including employment. Employers are required to provide reasonable accommodations to enable employees with disabilities to perform their job duties effectively.
Canadian Human Rights Act:
In Canada, legal responsibility, or jurisdiction, is split between the federal and provincial or territorial governments. The federal government regulates some employers, such as banks and airlines. The provinces and territories regulate other employers, and have their own human rights legislation.
Federally, the primary legislation that requires employers to provide reasonable accommodations for employees with disabilities is the Canadian Human Rights Act (Act). The Act aims to prevent discrimination and ensure equal opportunities for all individuals in federal jurisdiction, which includes federally regulated employers and industries.
The Canadian Human Rights Act prohibits federally regulated employers and service providers from discrimination on several grounds, including disability. It defines discrimination as any distinction, exclusion, or preference based on various grounds, including disability, that has the effect of nullifying or impairing the equal enjoyment or exercise of human rights. As such, you cannot be treated unfairly because you have a disability. Discrimination on the basis of disability includes failure to provide reasonable accommodations.
The Act states that employers have a legal duty to accommodate employees with disabilities to the point of undue hardship. Factors such as financial cost, health and safety risks, and overall disruption to the workplace are considered when determining what constitutes undue hardship. This duty requires employers to take proactive measures to eliminate barriers and provide adjustments that allow individuals with disabilities to fully participate in the workplace.
Ontario Human Rights Code:
In addition to the Canadian Human Rights Act, each province and territory in Canada has its own human rights laws that apply to employers operating within its jurisdiction.
For example, in Ontario, the Ontario Human Rights Code (OHRC) governs issues related to human rights, including accommodations for individuals with disabilities. It prohibits discrimination on various grounds, including disability. Employers in Ontario are obligated to provide reasonable accommodations to employees with disabilities, up to the point of undue hardship. It also outlines the duty to accommodate and the interactive process between employers and employees to identify and implement appropriate accommodations.
Employers and employees should be aware of both federal and provincial/territorial human rights legislation to ensure compliance with applicable laws and to promote a workplace that is inclusive and accommodating of individuals with disabilities.
Improving Employment Opportunities for People with Disabilities:
Being diagnosed with a chronic illness or disability can be life-changing and extremely stressful. One of the biggest stresses is how you will continue to care for yourself, including your ability to financially provide for yourself and your family, and continue being a productive member of society. These fears are incredibly real.
Those with real and legitimate disabilities are often denied social and disability support, even with extensive medical documentation proving that they cannot work. Others could potentially work if they had reasonable accommodations but cannot participate sufficiently in a traditional workplace without them, and they can also be incredibly difficult to get.
And then, you are constantly managing your job and your health. Stress can make your symptoms worse, debilitating you even further. You may face discrimination or harassment from your employer or colleagues. If you haven’t worked in one place long enough, you may not be eligible for certain social benefits.
For example, under the Family and Medical Leave Act (FMLA) in the U.S., you are only eligible for FMLA leave if you have worked for a covered employer for at least 12 months, have at least 1250 hours of service with the employer during the previous 12 months, and work at a location where the employer has at least 50 employees within 75 miles.
As such, many with disabilities or illnesses like gastroparesis may not be able to work full-time. They might need to do part-time work, remote work, or not work at all.
So, how do we improve employment opportunities for people with disabilities?
Here are some ideas:
- Education and Awareness: Raise awareness about the capabilities and potential contributions of individuals with disabilities can help combat stereotypes and biases.
- Employer Training: Provide training for employers on creating inclusive workplaces and understanding the diverse needs of employees with disabilities.
- Government Initiatives: Governments can implement policies and incentives to encourage businesses to hire individuals with disabilities. They can also change legislation that discriminates against those with disabilities, such as section 14(c) of the Fair Labor Standards Act which allows employers to legally pay workers below minimum wage.
- Advocacy Organizations: Empower advocacy groups and organizations to champion the rights and needs of individuals with disabilities in the workplace, both individually and on a systemic basis, such as to remove discriminatory legislation. Employers can collaborate with local disability advocacy groups or organizations to create job placement programs, workshops, and resources tailored to individuals with disabilities.
- Inclusive Hiring Initiatives: Some companies have adopted inclusive hiring programs where they actively seek to employ individuals with disabilities. They may partner with disability employment services or participate in job fairs specifically aimed at individuals with disabilities.
- Mentorship Programs: Establishing mentorship programs that connect individuals with disabilities to experienced professionals in their field. These programs can provide guidance, support, and networking opportunities.
- Accessible Workplace Design: Employers can invest in making physical workplaces more accessible, including ramps, elevators, and accessible restrooms. This not only benefits employees with disabilities but also creates a more inclusive environment for everyone.
- Disability Awareness Training: Many organizations conduct disability awareness training for all employees. This helps foster understanding, reduce stereotypes, and create a more inclusive workplace culture.
- Accessible Transportation: Improving public transportation infrastructure to make it more accessible for individuals with disabilities. This includes accessible buses, curb cuts, and transportation subsidies so that people with disabilities can easily get to and from the workplace.
- Accessible Technology: Employers can invest in accessible technology and software to ensure that individuals with disabilities can fully participate in digital aspects of the workplace.
By implementing these strategies, society can contribute to a more inclusive and supportive work environment for individuals with disabilities, ultimately increasing their participation in the workforce. It’s important to note that ongoing evaluation and adaptation of these initiatives are crucial for long-term success.
![A woman is sitting at a table with her laptop in front of her.](https://i0.wp.com/cdn.shortpixel.ai/stsp/to_webp,q_lossy,ret_img/https://i0.wp.com/dealingwithdisability.ca/wp-content/uploads/2024/02/workplace_accommodations-jopwell-2422286-scaled.webp?resize=300%2C185&ssl=1)
Conclusion:
Working with gastroparesis is indeed possible with the right accommodations and understanding from employers. The key lies in fostering an inclusive work environment that recognizes and supports the diverse needs of individuals with disabilities. By implementing reasonable accommodations and addressing the broader challenges faced by this community, we can move towards a more equitable and accessible employment landscape for everyone.
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