Assistive services and workplace accommodations can help people living with kidney disease, dialysis, or other disabilities perform their jobs safely and effectively.
An accommodation is a change to the work environment, schedule, equipment, or way a task is performed. The goal is to help a qualified employee complete essential job duties without creating an unnecessary barrier because of a medical condition or disability.
Examples of Workplace Accommodations
Depending on the job and individual needs, accommodations may include:
- Flexible start and end times
- Adjusted schedules on dialysis days
- Time off for medical appointments
- Additional rest breaks
- Permission to sit instead of stand when possible
- Reduced lifting or modified physical duties
- A temporary lighter workload during recovery
- Access to food, medication, or necessary medical supplies
- A private area for health-related needs
- Remote or hybrid work arrangements
- Modified attendance procedures
- Moving a workstation closer to a restroom, elevator, or entrance
- Changes to lighting, temperature, or noise levels
- Ergonomic furniture or equipment
Not every accommodation is appropriate for every job. The employee and employer may need to discuss which changes are reasonable and effective.
Assistive Technology and Equipment
Assistive technology may help a person complete work, training, or educational tasks more independently.
Examples may include:
- Ergonomic keyboards and computer equipment
- Voice-recognition software
- Screen magnification or screen-reading software
- Specialized telephone or communication equipment
- Adjustable desks and chairs
- Mobility aids
- Reaching or lifting devices
- Modified tools
- Scheduling and reminder applications
- Equipment that reduces physical strain
Some vocational rehabilitation programs may help eligible individuals obtain approved assistive technology or equipment.
Requesting an Accommodation
A person may begin by speaking with a supervisor, manager, human resources representative, or disability-services coordinator.
A request does not always have to use special legal language. It should explain that a medical condition or disability is creating a work-related difficulty and that a change may help.
The employer may request reasonable medical documentation that explains:
- The existence of a medical limitation
- How the limitation affects work
- The type of support or adjustment that may be helpful
Employees generally do not need to provide their entire medical history.
Preparing for the Conversation
Before requesting an accommodation, consider:
- Which job task is difficult
- How the medical condition affects that task
- What accommodation may solve the problem
- Whether more than one solution could work
- How the accommodation would support continued employment
- Whether a healthcare provider should provide documentation
It may be helpful to make the request in writing and keep a copy.
Dialysis-Related Workplace Needs
People receiving dialysis may need accommodations related to:
- Treatment schedules
- Fatigue after dialysis
- Blood-pressure changes
- Cramping or weakness
- Medical appointments
- Recovery after procedures
- Temporary lifting restrictions
- Access to meals, medication, or rest periods
Because each person’s health and treatment experience is different, accommodation needs should be considered individually.
Privacy and Medical Information
Employees may be concerned about sharing health information at work.
In many situations, only the information necessary to evaluate the accommodation request needs to be discussed. Medical details should generally be handled privately through the appropriate employer representative.
Employees may want to ask:
- Who will have access to my medical information?
- What documentation is required?
- How will the information be stored?
- Will my supervisor receive only the accommodation instructions?
Questions to Ask
Consider asking:
- How do I submit an accommodation request?
- Who handles disability or medical accommodation requests?
- What documentation is required?
- Are flexible schedules or remote-work options available?
- Can my job duties be temporarily modified?
- Is assistive equipment available?
- How long will the review process take?
- What should I do if my needs change?
Where to Seek Assistance
Help may be available through:
- Human resources departments
- State vocational rehabilitation agencies
- Disability-rights organizations
- Employee-assistance programs
- Union representatives, when applicable
- Healthcare providers
- Hospital or dialysis-center social workers
- Benefits counselors
- Employment attorneys or legal-aid organizations
The Marshall Kidney Foundation encourages individuals to seek reliable guidance and communicate early when a medical condition begins affecting work.
