NewsThe Workers Who Feel Left Behind by Return-to-Office Policies
Many neurodivergent employees say full-time office work can be overwhelming. While some thrive in traditional office environments, others report that it disrupts their focus, triggers anxiety or sensory sensitivities, and leaves them drained from the effort of masking or conforming. Amid a growing number of five-day in-office mandates, these workers often feel overlooked.
Domenique Camacho Moran recently spoke with The Washington Post, offering insight into how employees can better navigate these workplace challenges.
From the article:
If you decide to tell your employer, check the employee handbook for privacy policies and processes around disclosure, said Domenique Camacho Moran, a partner in the labor and employment practice of the New York-based law firm Farrell Fritz. You can also ask human resources, a trusted colleague or supervisor. If you want to limit how much you share, focus on the accommodation vs. your diagnosis, Camacho Moran said. You could say your impairment makes it difficult to work in loud environments, but you don’t have to say you have autism.
Medical records have to be segregated from personnel files under the federal law, and access is limited to a need-to-know basis, she said. To receive an accommodation, you’ll probably have to tell HR. An employer following best practices will only tell your supervisor things related to managing you, Camacho Moran said.
What can I ask for?
Technically speaking, nothing is out of bounds, Camacho Moran said. The ADA requires that employers provide “reasonable accommodations” for employees with disabilities, but it leaves the interpretation of “reasonable” open.
For some employers, buying pricey equipment, like an ergonomic chair or a top-of-the-line standing desk, might be reasonable, whereas others won’t have the budget, Camacho Moran said.
Read the full article here (subscription required): The neurodivergent worker’s guide to the office – The Washington Post