Understanding workplace accommodations for MS
Last updated October 14, 2025 by Jordan Wold
Managing multiple sclerosis (MS) and its symptoms can sometimes add extra challenges to your workday. Your tasks may require more of your energy or focus, and some symptoms may make certain work activities harder to manage.
The good news is that you don’t have to navigate these challenges alone. Under the Americans with Disabilities Act, you have the right to request reasonable MS disability accommodations in the workplace.
With the right support, workplace accommodations for MS can help you stay productive, manage symptoms more effectively, and focus on doing your best work. Beyond improving your daily experience, accommodations can also benefit your employer by fostering a more inclusive, supportive, and efficient work environment.
Why people with MS may need workplace accommodations
Your MS symptoms and how they affect your job can vary depending on the type of work you do and the demands of your workplace. Tasks or environments that require sustained energy, physical exertion, or precise coordination may make symptoms such as fatigue, muscle weakness, pain, spasticity, vision changes, or balance difficulties more noticeable.
For example, fatigue may make long meetings or extended periods at a desk difficult, while muscle weakness or balance issues can affect mobility around the workplace. Even routine activities such as typing, lifting, or commuting can feel more demanding on days when symptoms flare.
In these cases, adjustments to your work environment, duties, or schedule may help you stay focused and productive. While your symptoms and workplace circumstances are unique, understanding your rights and seeking reasonable solutions can create a more supportive and equitable work environment.
Your rights under the ADA and other laws
The Americans with Disabilities Act, passed in 1990, is a landmark piece of legislation that broadly prohibits discrimination based on disability.
One of the ways the ADA combats discrimination against people with disabilities is by requiring employers to implement reasonable accommodations for their employees.
What counts as a reasonable accommodation can vary by workplace and industry. Generally, reasonable accommodations protect an employee’s rights without placing an undue or disproportionate burden on an employer.
In other words, if your workplace implements ADA accommodations, your MS symptoms won’t disappear, but you can’t be fired for having them. It’s your employer’s responsibility to try to find a reasonable solution to help you focus on your work.
Common types of workplace accommodations for MS
Workplace support for MS will vary depending on your symptoms and your specific job, but some common types of workplace accommodations for MS can include:
- Flexible work hours, schedules, and leave policies, such as starting the workday later on days when fatigue is higher, or taking short breaks to manage energy levels.
- Remote or hybrid work options, such as working from home part of the week, can help reduce commuting stress and conserve energy.
- Physical workplace adjustments, such as ergonomic chairs, standing desks, or adjustable computer monitors, can help with mobility, posture, and comfort.
- Assistive technology, such as voice-to-text software, screen magnifiers, or adaptive keyboards, can make tasks easier for employees experiencing vision or dexterity challenges.
- Job duty modifications or reassignment, such as temporarily shifting physically demanding tasks or rotating responsibilities to prevent symptom flare-ups while keeping employees productive.
These accommodations are not one-size-fits-all. They can be tailored to your individual needs and workplace circumstances. Even small adjustments can make a meaningful difference in your day-to-day work experience and overall productivity.
How to request accommodations for MS
Before you request accommodations for MS, there are a few things you can do to prepare.
You may need to collect documentation or other medical information about your MS to show to your employer. However, you don’t need to give them full access to your medical files, nor should your employer ask for more access to information than is necessary.
At the end of the day, disclosure is your choice. You don’t have to respond to probing questions or comments that aren’t related to your need for an accommodation, nor do you have to endure hostile, prejudiced, or even unsupportive workplaces.
Still, if you’ve determined disclosure is what’s best for you, there are a few things to keep in mind when requesting accommodations for MS:
- To communicate your request most effectively, try to be clear about what you feel needs to be modified in your work environment or schedule. Having a clear goal can help you focus on how your employer’s adjustments will benefit both you and them.
- The specifics of what constitutes a reasonable accommodation at your workplace may be negotiable, but your right to request reasonable accommodation is not negotiable.
With a disability such as MS, workplace rights are something you should never lose sight of or compromise. It may feel like you are asking for a favor, but reasonable accommodations are a right, not a privilege.
Additional support and resources for managing MS at work
If you’re still not sure how to begin the conversation for a reasonable request at work, or your requests for MS disability accommodations have been ignored, you still have options that can help you get the support you need.
MS advocacy groups may be able to help you understand your rights, and disability or employment lawyers may be able to help you compile evidence of a workplace that discriminates against people with disabilities.
Your company may also have Employee Assistance Programs that may be able to provide general counseling or referrals to mental health, legal, or financial professionals.
Multiple Sclerosis News Today is strictly a news and information website about the disease. It does not provide medical advice, diagnosis, or treatment. This content is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified health provider with any questions you may have regarding a medical condition. Never disregard professional medical advice or delay in seeking it because of something you have read on this website.