Depending on the severity of symptoms, some people with arthritis can manage well at work with little or no additional support, while others may require accommodations to help them thrive. The Arthritis and Work web portal provides strategies to self-manage your symptoms at work and beyond, as well as information about your rights in the workplace, factors to take into consideration when deciding whether or not to disclose your condition, as well as possible accommodation options to address your specific needs.

What is Arthritis?

Arthritis is a term used to describe a group of over 100 diseases characterized by inflammation in the joints or other areas of the body. If you have arthritis, you may experience symptoms such as pain, swelling and stiffness in the joints, as well as other effects such as fatigue or altered mood. Symptoms can change day to day or month to month, meaning that you may feel better some days or weeks than others. Because of the shifting nature of arthritis symptoms, you might not require the same supports all the time. This portal is designed to help you identify your workplace needs, take action to manage your symptoms, as well as identify strategies to help maximize your abilities at work.

In this section, learn more about different types of arthritis, their symptoms and possible treatment options.

Not sure if you have arthritis? Try our Risk Assessment or Symptom Checker:

Want to learn more about arthritis?

Facts

  • When not well controlled, arthritis can prevent us from working and is one of the top causes of long-term disability in Canada.Source: Life with Arthritis in Canada – Public Health Agency of Canada, 2010
  • Working-aged Canadians with arthritis are twice as likely to report not being in the workforce compared to those without arthritis (52% vs. 25%), highlighting an increased need for support for starting and staying in work.

Those who are working report significant challenges:

  • 41 per cent of employed Canadians with arthritis indicate that arthritis makes it difficult to carry out their work responsibilities
  • Over one-third report that arthritis makes it difficult to travel to and from work
  • Over one-third believe that their condition has affected their career development

Source: The Arthritis Society “Fit for Work” Study: Findings, Challenges for the Future and Implications for Action, 2013

According to a 2011 survey of osteoarthritis patients:

  • 35 per cent of working Canadians with osteoarthritis have taken sick days because of pain
  • 19 per cent have reduced their work hours
  • 14 per cent have taken a short-term disability leave from work
  • 80 per cent have indicated that osteoarthritis affects their ability to perform their job

Whether or not your condition currently has a significant impact on your employment, taking steps to protect your joints at work and to seek the support you need can help you stay healthy and productive.

Beyond physical symptoms, people with arthritis may also experience additional challenges that can make it more difficult for them to cope with and discuss arthritis at work.  Here are some common interpersonal and emotional challenges that people with arthritis may face in the workplace:

  • Feelings of isolation, stress, guilt, despair and helplessness
  • Feeling that nothing can be done to improve the situation
  • Not wanting to be thought of as a poor worker especially when the job is physical
  • Pushing themselves too hard because they want to be a team player
  • Fearing people will think they lack motivation or interest when they are unable to do a task
  • Feeling that chances for advancement might disappear because of the limitations others think they have
  • Fearing arthritis might be seen as too costly to the organization or their department
  • Feeling that irritability resulting from pain may hurt relationships with co-workers
  • Fearing that because symptoms are episodic and they can sometimes do tasks that they can’t during a flare-up, co-workers might think they’re faking it
  • Wanting to wait until their symptoms are severe before seeking help for fear of looking sick
  • Fear that necessary accommodations like flexible work hours might be resented as “special treatment”
  • Using all their energy for work and having nothing left for family and friends
  • Worrying that their health information won’t be kept private
  • Fearing they might be discriminated against or lose their job

Dr Diane Lacaille et al. – “Problems faced at work due to inflammatory arthritis”
Robert D Wilton, Disability Disclosure in the Workplace. Just Labour, 2014

Disclosing Your Condition

Every workplace is different. You are the only person who can determine whether or not you should disclose your arthritis at work. However, small accommodations can make a big difference in the quality of your work life. Learn more about the potential benefits and risks of disclosure, the process involved, and types of accommodations available.

 

Getting the Help you need at Work

As we’ve seen, many people are reluctant to disclose their health issues to their boss or co-workers. The Arthritis Society’s Fit for Work study found that fewer than one in five workers with arthritis had discussed options to better manage working with arthritis.

“Employers and co-workers are often unaware that the person has a condition that causes them chronic discomfort. They might see that a particular employee seems moody and withdrawn, and they won’t attribute that to the pain or fatigue of arthritis. They may think that this is not a good worker.”

– Dr. Monique Gignac, The Institute for Work and Health 

While disclosing carries risk, so does keeping your arthritis secret.

“Over time…costs such as physical pain, exhaustion and anxiety about being discovered can take their toll. The benefits of non-disclosure have to be set alongside the costs, which include both the extra work of hiding an impairment and the worker’s inability to request needed accommodations.”

– Robert D. Wilton, Disability Disclosure in the Workplace 

The Benefits of Disclosure

Every workplace is different. You are the only person who can determine whether you should disclose your health issues, but when you have arthritis, small adjustments can make a big difference in the quality of your work life. Even if you aren’t asking for major accommodations, giving people some context for your behaviour can make a big difference. Explain to your co-workers how your arthritis or persistent joint pain affects you to help them understand the times when you need some flexibility or support when you can’t do something. It will also make asking for help when you need it easier if they are already aware of the situation.

“When I told my team why I was often late — when my body really hurts in the morning I need to take some time to get moving and let the meds kick in — they realized I wasn’t just being lazy. I assured them that I always make up for the time later, and this has made it far less stressful for me to take the time and do what I need to do to have a productive work day.”

– Alison, working full time with osteoarthritis and chronic pain 

“When it went really well for employees at work, people often told us it was because of their co-workers. People with good support from others at work reported less stress and were less likely to have changed jobs.”

– Dr. Monique Gignac, The Institute for Work and Health 

The Fit for Work study found that almost half of respondents who hadn’t discussed their health issues at work did so because they felt their symptoms were currently under control. Another study found that three-quarters of study participants reported intermittent arthritis symptoms at work, but individuals tended to make changes only when symptoms were consistently high. However, potential issues can arise from the “wait and see“ approach, so researchers suggest a proactive approach. Let your workplace know before there are significant challenges like high absenteeism or conflict with co-workers over incomplete work.

There is a possibility that, by waiting until arthritis creates problems at work, the impact of the disease on poorer productivity will increase and that it may be too late to find ways to help individuals remain employed.”

Fit for Work Study

Sources: The Arthritis Society “Fit for Work” Study: Findings, Challenges for the Future and Implications for Action, 2013

Ninety per cent of workers in Canada are protected by the employment laws of their province or territory. The remaining 10 per cent are in jobs covered by federal laws. These include jobs working for the federal government, a bank, a company that transports goods between provinces, a telecommunications company, and most businesses owned and run by the federal government.

What to ask for:

How to ask:

Managing Your Arthritis Beyond the Workplace

Taking care of your arthritis is important in all aspects of your life. The online resources featured here can help you to better understand your pain, manage fatigue, stay active, eat well, and advocate for yourself.

Your Rights in the Workplace

Every worker in Canada is protected by provincial, territorial and/or federal labour and human rights laws.  This means you have rights and responsibilities, and those rights can include legislation around workplace accommodation. In Canada, employers have a duty to accommodate people with disabilities to the point of undue hardship.

To learn more about your rights, visit the resources in this section.

Does my employer need to accommodate me in the workplace?

Under the Canadian Human Rights Act and provincial/territorial human rights legislation, employers have an obligation to ensure that people who are able to work aren’t unfairly excluded from employment based on prohibited grounds of discrimination, such as disability.

This is called the duty to accommodate, which means that your employer is expected to remove barriers to your participation in employment where conditions can be adjusted without undue hardship.  This may require that alternative arrangements be made to ensure your full participation.

Sometimes accommodation is not possible because it would cause your organization undue hardship.  Before refusing to provide accommodation, your employer would first need to demonstrate that the cost would be so great as to change the nature of the organization or to threaten its viability, or that the accommodation would pose significant health or safety risks.  There is no precise legal definition of undue hardship, so each situation should be assessed individually.  Considerations such as inconvenience, moderate costs, or the perceptions and preferences of other employees are not valid reasons for refusing to accommodate.  Studies have shown that accommodations often cost nothing or very little and can save organizations money by retaining skilled employees and reducing the need for recruitment and training of new staff.

While you have a right to accommodation to the point of undue hardship, you are not guaranteed your preferred method of accommodation if another option is available that meets your needs.  For example, you might experience arthritis-related fatigue and you may ask to work from 12pm-8pm everyday instead of 9am-5pm. If this isn’t possible, you might be permitted to work from home in the mornings on days when your symptoms are bad.

ACED Job Accommodation and Communication Tools

For many people with arthritis, their disease is an episodic and often invisible disability, and learning how to accommodate this at work can be a challenge. They want to know if, how and when they should communicate their need for workplace supports, without fear of being stigmatized, losing their privacy, or jeopardizing their job.

ACED logoThe Accommodating and Communicating about Episodic Disabilities (ACED) project was a collaborative initiative that brought together researchers and community partners to co-develop and test evidence-based workplace tools and resources to support the sustained employment of people with episodic disabilities.

Arthritis Society Canada is proud to have partnered with the ACED team to ensure that the ACED toolkit reflects the experiences and perspectives of our arthritis community.

Decision-Support for Communicating about Invisible Disabilities that are Episodic (DCIDE)

DCIDE is a free tool that aims to help workers consider whether or not to share some personal health information with others at work.

Learn more about DCIDE for workers

Job Demands and Accommodation Planning Tool (JDAPT)

The JDAPT is an easy-to-use, interactive tool to identify strategies and accommodations that can help workers with chronic and episodic conditions manage the specific difficulties that they may be having with their job demands due to their health.

JDAPT for workers

This version of the JDAPT is for workers with chronic conditions who are looking for practical supports and accommodation ideas tailored to their specific job demands.

Learn more about the JDAPT for workers or for the workplace parties who support them

Considering whether to start a conversation about arthritis at work

Considering Whether to Start a Conversation about Arthritis at Work is a tool to help employees think through the communication process as it relates to their particular situation and needs. The tool identifies issues for employees to consider when making a decision whether to communicate any health needs at work but does not provide answers or recommend a particular course of action for any individual. The information provided is for educational purposes only and is not intended as a substitute for professional advice. If you require legal advice, please contact an appropriate legal professional.

Only you will be able to make the decision about whether or not to speak to your employer about your arthritis. Depending on the type of arthritis and severity of symptoms, some people find they can manage in the workplace without accommodations, while others may need additional support. However, an employer won’t be able to provide accommodations unless they are aware of your needs. Many employees wait until they have significant challenges before disclosing their arthritis, though some take a more proactive approach and choose to disclose before their work is impacted.

This tool is intended to help you think through some of the key considerations to take into account when deciding whether to disclose your arthritis early, wait until symptoms become more severe, or to not say anything at all. The decision is up to you – you are not required to communicate your limitations or your condition to your employer, though in some situations, it might be beneficial. If you do decide to say something, you don’t need to tell anyone your diagnosis or disease symptoms, just your limitations related to your job tasks. Your employer is required to remove barriers or provide reasonable support to help you participate in employment based on a disability unless the cost or other hardship to the organization is too great, or it would pose a safety risk to you or others. For more information about your rights and responsibilities, visit the section on Your Rights in the Workplace on our employee workplace portal.

The questions below are designed to help you think about your arthritis and its impact on your job. Please complete all of the questions to help you think more about the decision that’s best for you. This information is for you only. You don’t need to share it with anyone.

Download the PDF [676 kB]

Summary

Depending on your workplace and your particular circumstances, you might choose to communicate information about the impact of your arthritis on your ability to perform your job so that you can access support. Alternatively, you might prefer to keep your personal health information private, especially if it doesn’t impact your job or you’re able to manage your work without the involvement of others. When deciding on whether or not to request accommodations, you will want to take into consideration how this will affect your role and relationships, and ultimately, the larger impact on your quality of life. The decision is up to you. It’s important to weigh the benefits of communicating against the risks and keep in mind the factors discussed in this tool: the severity of your symptoms, the status of your employment, and the structure, policies and culture of your organization. Educate yourself on your rights and responsibilities and the rights and responsibilities of your employer.

Many organizations have a variety of policies and practices already in place to support their workers living with a disability. Remember, if you do choose to communicate some information about your health or its impact, you are not required to disclose your specific diagnosis (i.e. arthritis) but may be asked to provide a note from a healthcare professional confirming your functional limitations (i.e. unable to stand for long periods of time). Employers have a duty to accommodate a disability to the point of undue hardship, but they aren’t required to use a particular accommodation if they believe another accommodation can achieve the same results. Employers are also not required to accommodate an employee if doing so would pose a risk to the health or safety of the employee or others or if it would represent an excessive cost or other hardship to the organization. If you’ve decided to share information about your limitations living with arthritis at your work, check out our Arthritis and Work employee portal for more information.

Accomodating and Communicating about Episodic DisabilitiesCONSIDERING WHETHER TO START A CONVERSATION ABOUT ARTHRITIS AT WORK tool was developed in collaboration with the ACED Partnership Project, with expert advice from:

Monique A. M. Gignac, PhD
Scientific Co-Director and Senior Scientist, Institute for Work & Health
Professor, Dalla Lana School of Public Health, University of Toronto

Sources:

Planning Your Conversation About Arthritis at Work

Planning Your Conversation about Arthritis at Work is a tool to help employees start a dialogue about their workplace needs as they relate to arthritis.

Once you’ve decided to share some information about your workplace limitations or arthritis to your employer, this resource will help you discuss your needs.  If you’re still trying to decide whether or not to give your employer some information about your condition’s possible impact on your job, visit the Disclosing Your Condition resources on our workplace portal for employees.  In order to access accommodations at work, you aren’t required to share your specific diagnosis (i.e. arthritis) or its symptoms (e.g., pain, fatigue), but you will need to discuss limitations related to your job.  This can include difficulties with meeting job demands or being unable to perform some job tasks. Some employers may require a note from your doctor confirming these limitations and their potential impact on your work.

When talking to your employer about your arthritis for the first time, it can be helpful to write down in advance what you plan to say and practice with a family member or friend.  To help you prepare your script, here are some key questions to think about beforehand:

Key questions & Sample responses

Who will be your audience?

Is it your boss? Your co-workers? The human resources department? A union representative? You may want to think about who the most appropriate person(s) would be to speak to first. Keep in mind that some individuals may need to share the information with others in order to provide support. If you want information to be confidential, be sure to let people know so that this can be discussed.

Example: My manager

What do you need to achieve?

Are you just keeping them informed about the possibility that your arthritis could affect your job in the future? Does the impact of arthritis on your job create a health or safety concern for you or others? Do you have specific requests, such as a particular type of accommodation? If there are health and safety concerns, you should talk to someone in authority in your workplace to protect the safety of everyone. If you’re requesting an accommodation, it can be helpful to research your options beforehand, starting with our Interactive Online Accommodation Tool.

Examples:

  • I want my manager to know that my health could affect my attendance at work, especially when I have health care appointments
  • I would like to request to work from home when my condition flares up
  • I would like to request speech recognition software so I don’t have as much typing to do. A chair or stool would help me avoid standing for long periods of time 

What are two to three key messages you want to get across?

You might want to consider your key messages beforehand in relation to your audience’s interests and concerns. These concerns could include attendance at work or changes in your productivity and ability to get work done, for example. It might include that you think your condition is likely to have a short-term impact on your job or that the impact may be longer or even permanent.

Examples:

  • I have a chronic condition that can make certain tasks difficult
  • I am a valuable member of the team and bring many skills and abilities to the organization
  • There are some accommodations that could be put in place to keep me doing my job well and reduce absences

What are the strengths that you bring to the organization?

How will your employers support help you maintain those strengths?

Examples:

  • I’m a hard worker, good at data analysis
  • I’m a loyal employee who has been with the company for 6 years
  • I’m a strategic thinker and have increased team efficiency

What do you want them to know about your condition?

Do you just want to share your workplace limitations, or do you want to share your diagnosis and symptoms? People vary in their preferences for sharing private information. Don’t feel pressured to provide private health information about your arthritis if you don’t want to. It isn’t necessary to provide a diagnosis or symptoms to get workplace support.

Examples:

  • Just limitations
  • I have difficulty typing and grasping
  • I am easily fatigued, especially later in the afternoon
  • Standing for a long period can be difficult for me

How can the situation be a “win” for both of you?

How will their support help maintain and maximize your productivity in a way that’s beneficial to both of you? Think about any concerns someone may have and to try and think of ways to remove or prevent a potential problem. Although it’s not your responsibility to solve everything on your own, being prepared can help.

Examples:

  • Work from home days will keep me working productively because I won’t be as exhausted from the commute
  • Speech recognition software will help me complete tasks on time when my hands are too stiff to type
  • I believe the supports I need will allow me to continue to work well and won’t put any additional responsibilities on my co-workers

What are your expectations?

If you’re requesting changes or accommodations, when can these reasonably be expected to take place? When will you have a follow-up check-in with your employer? Many supports and accommodations can be introduced at low cost or with little disruption to work. However, it’s important to know if you or your employer have unrealistic expectations about what you can do or what accommodations may be available.

Examples:

  • I hope to have accommodations in place within the next month
  • A follow-up check-in a month after that would be helpful

Plan your script

When planning your conversation, it can be helpful to focus on the positive and what you bring to the organization as a hard-working, qualified employee.  Consider emphasizing what you can do rather than what you can’t, and how additional support can help you maximize your skills and abilities.  You might want to be prepared to address any questions or concerns from your employer and remain solution-oriented, providing concrete suggestions of ways to help you do your best work.  Keeping open lines of communication and reassuring your employer that you are responsive to feedback can be a useful approach to take.

  • You may want to start by explaining that you have a chronic medical condition and would like to discuss strategies that can help you thrive at work.  You don’t need to tell anyone your arthritis symptoms or the type of arthritis, but you can if you are comfortable.
    •  For example:I have a chronic medical condition and would like to discuss strategies to help me continue to thrive at work.  
  • Think about listing your strengths and abilities, as well as functional limitations:
    • I’m a hard-working, qualified employee and I bring a number of strengths to this organization, including [list strengths].  I’m able to perform the essential functions of my job, but sometimes my condition might make it difficult for me to [list tasks you have difficulty with].
  • Consider telling people that you’re able to self-manage your condition much of the time and what might be helpful in the workplace:
    • I’m able to manage many of my symptoms day-to-day on my own. Often my condition doesn’t affect my ability to do my job.  It would be helpful if I have [describe accommodations you need] to maximize my strengths and minimize my limitations.  
  • It can be helpful to explain what your goals are for this conversation:
    • I would like to discuss accommodations we could put in place to ensure I’m able to do my best work.
  • It may be useful to reassure them of your ability to perform your role:
    • I am confident that my skills, experience and dedication will enable me to succeed in my role and continue to bring value to the organization.     

To summarize, your disclosure script may include the following points and any others you might want to address:

  • I have a chronic medical condition….
  • My strengths and abilities in relation to this job are….
  • The difficulties I experience with some job tasks are….
  • The accommodations I need are….

Sample script

Hi Tom.  Do you have a moment to talk?  There is something I’d like to discuss.  I wanted to let you know that I have a chronic medical condition and would like to talk about ways to help me continue to thrive at work and do the best job possible.  As you know, I’m a hard-working, qualified employee and I bring a number of strengths to this organization, including my data analysis and strategic thinking skills.  I’m able to perform the essential functions of my job, but sometimes my condition might interfere with my ability to type or grasp objects or stand for long periods of time.  Some days it can be difficult to get to work on time when my condition flares up.  I’m often able to manage day-to-day by taking good care of myself.  However, sometimes my condition can make certain tasks difficult.

It would be helpful if I had speech recognition software to reduce the need for typing and a chair or stool to reduce the time I spend standing. Speech recognition software will help me complete tasks on time. It would also be helpful if I could work from home on days when my symptoms are really bad.  Working from home when needed will keep me productive on days when it is too difficult to make the commute to the office.  These supports will help me maximize my strengths and minimize any disruption to my work, without putting any additional responsibilities on my co-workers.  I hope that these accommodations can be put in place within the next month, and that we can have a follow-up check-in a month after that.  I am confident that my skills, experience and dedication will enable me to succeed in my role and continue to bring value to the organization.  I am happy to answer any questions or address any concerns you might have.

The information provided is for educational purposes only and is not intended to replace professional advice. A disability manager or human resources professional can often help determine the most appropriate accommodations to meet your needs.  Health care professionals may also be able to provide important advice about health limitations at work. If you require legal advice, please contact an appropriate legal professional.

Download the PDF [157 kB]

Accomodating and Communicating about Episodic DisabilitiesThe Planning Your Conversation about Arthritis and Work tool was developed in collaboration with the ACED Partnership Project, with expert advice from:

Monique A. M. Gignac, PhD
Scientific Co-Director and Senior Scientist, Institute for Work & Health
Professor, Dalla Lana School of Public Health, University of Toronto

Sources: