LUPUS & WORK

Can someone with lupus continue to work?

Yes. Many people with lupus successfully continue working. Depending on your symptoms and job responsibilities, you may benefit from planning, workplace adjustments or communication with your healthcare provider and employer.

Lupus affects everyone differently. Some people may need changes to their schedule or work environment, while others may continue working without significant changes.

What symptoms of lupus can affect work?

Common lupus symptoms and challenges that may affect work include:

Fatigue: Severe or persistent fatigue may make long shifts, irregular hours or physically demanding work more difficult.
Joint and muscle pain: Pain and stiffness can make prolonged sitting, standing, repetitive movement or physical work challenging.
Photosensitivity: Sensitivity to ultraviolet (UV) light may require additional precautions for outdoor work or certain workplace lighting.
Brain fog: Problems with concentration, memory or processing information can make some tasks more difficult.
Stress: Managing a chronic illness alongside workplace demands can be challenging, and some people with lupus report that stress can worsen their symptoms.

What are “reasonable accommodations” under the Americans with Disabilities Act (ADA)?

The ADA may protect an employee with lupus if their condition meets the law's definition of a disability.

A reasonable accommodation is a change to the job or work environment that enables a qualified employee with a disability to perform the essential functions of their job or enjoy equal employment opportunities.

Employers covered by the ADA generally must provide reasonable accommodations to qualified employees with disabilities unless doing so would cause an undue hardship.

Depending on the individual and the job, accommodations may include:

Modified or flexible work schedules
Periodic rest breaks
Remote or telework arrangements when appropriate
Ergonomic equipment or workstation modifications
Changes to lighting or protection from UV exposure
A quieter workspace or other changes that help with concentration
Accessible parking
Time off for medical appointments or treatment

Accommodations are individualized, and not every accommodation is appropriate or required in every workplace.

Do I have to tell my employer that I have lupus?

In general, you do not have to disclose a lupus diagnosis simply because you have one.

However, if you need a workplace accommodation, you generally need to let your employer know that you need a change or adjustment because of a medical condition.

You do not necessarily have to share every detail of your diagnosis or medical history. An employer may request reasonable medical documentation in certain circumstances when the disability or need for accommodation is not obvious.

Consider speaking with Human Resources, your employer's ADA coordinator or another appropriate workplace contact if you need an accommodation.

What is the Family and Medical Leave Act (FMLA)?

The FMLA is a federal law that provides eligible employees of covered employers with up to 12 workweeks of unpaid, job-protected leave during a 12-month period for certain qualifying family and medical reasons, including an employee's own serious health condition.

Generally, an employee must have worked for a covered employer for at least 12 months, worked at least 1,250 hours during the 12 months before the leave begins, and meet applicable worksite requirements. Different rules apply to certain public agencies and schools.

When medically necessary, eligible employees may also be able to take FMLA leave intermittently or on a reduced schedule. Group health benefits generally continue under the same conditions while an employee is on FMLA leave.

Eligibility and individual circumstances vary, so employees should check with their employer and the U.S. Department of Labor.

Learn more about FMLA from the U.S. Department of Labor →

Can someone with lupus qualify for Social Security disability benefits?

Possibly. Having lupus does not automatically qualify someone for Social Security disability benefits.

Eligibility depends on how severely the condition limits a person's ability to work and whether they meet Social Security's medical and other eligibility requirements.

The Social Security Administration includes systemic lupus erythematosus (SLE) in its Listing of Impairments under 14.02 – Systemic Lupus Erythematosus.

The listing includes specific medical criteria involving organ or body-system involvement, constitutional symptoms, or repeated manifestations of SLE with significant functional limitations.

Even when someone does not meet the exact requirements of a medical listing, Social Security may evaluate whether their condition otherwise prevents substantial gainful activity under its disability evaluation process.

View Social Security's information about lupus and immune system disorders →

WORKPLACE & EMPLOYMENT RESOURCES

Job Accommodation Network (JAN)

Provides free, confidential guidance about workplace accommodations and disability employment issues. JAN can also help employees and employers explore possible accommodations for specific limitations and job responsibilities.

Visit the Job Accommodation Network →

U.S. Equal Employment Opportunity Commission (EEOC)

Provides official federal information about disability discrimination, workplace rights and employer responsibilities under the Americans with Disabilities Act.

EEOC Disability Discrimination Resources →

U.S. Department of Labor — FMLA

Provides official information about FMLA eligibility, employee protections, qualifying leave and employer responsibilities.

U.S. Department of Labor FMLA Resources →

Social Security Administration

Provides official information about Social Security disability benefits and the medical evaluation criteria for systemic lupus erythematosus.

Social Security Lupus Criteria →

Lupus Foundation of America

Provides lupus-specific information and resources about living and working with lupus, managing symptoms and understanding workplace considerations.

Visit the Lupus Foundation of America →

Important Information

This information is provided for general educational purposes and is not medical or legal advice. Employment protections, leave eligibility, disability benefits and individual circumstances vary. Consult your healthcare provider, employer or Human Resources department, a qualified legal professional, or the appropriate government agency for guidance about your individual situation.