Accommodations for Employees with Long COVID
In accordance with the Americans with Disabilities Act (ADA), Long COVID can be considered a disability. The Job Accommodation Network (JAN) has offered guidance as to what on-the-job accommodations an employer can offer to workers affected by Long COVID.
Long COVID symptoms you experience may be any or all of the following (According to the Job Accommodation Network):
- Shortness of breath;
- Extreme fatigue;
- Brain fog;
- Insomnia;
- Tachycardia;
- Joint pain;
- Body aches;
- Headaches
A series of suggestions as to how to help accommodate employees who are sufferers of Long COVID include:
- Restructuring the job;
- Allowing rest breaks;
- Providing a quiet workspace;
- Flexible schedules;
- Telework;
- Leave for treatment.
JAN has recommended that employers spend more time assessing what accommodations may be practicable within their work environment rather than assessing whether the employee has Long COVID. This is because the diagnosis of Long COVID seemingly takes time. Also, while receiving treatment for various symptoms of the disorder, an employee may still not yet be formally diagnosed. Additionally, an employee is not required to have a formal diagnosis in order to request accommodation(s). Instead, an employee only needs a healthcare provider to document that the employee possesses an impairment that affects their daily activities, in order to request accommodations.
Moreover, accommodations should be assessed on a case-by-case basis. Employers should avoid the implementation of a one-size-fits-all solution for employees suffering from Long COVID.
If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
