How to Talk to Your Employer About Functional Neurological Disorder

Dealing with Functional Neurological Disorder (FND) in the workplace can be a complex challenge, especially given how the symptoms can fluctuate from day to day. Whether it’s motor difficulties, cognitive issues, or sensory disturbances, FND doesn’t just affect your personal life, it can impact how you perform at work. But despite these challenges, many people with FND find ways to not only manage their symptoms but thrive in their careers with the right understanding, accommodations, and support.

If you’re living with Functional Neurological Disorder and are wondering how to approach your employer about your needs, you're not alone. Many people with chronic health conditions or neurological disorders face the same struggles when it comes to balancing their health with the demands of their job. Thankfully, there are steps you can take to advocate for yourself, educate your employer, and secure the accommodations you need to do your best work.

Before talking to your employer, it’s important to have a clear understanding of FND and how it affects you specifically. FND is a condition where neurological symptoms arise without a structural issue in the brain or nervous system. This means that while the symptoms (such as paralysis, seizures, tremors, and cognitive issues) can be very real and debilitating, there’s no visible “injury” or “damage” that can explain why it’s happening. For this reason, FND can sometimes be misunderstood or misrepresented by those who aren’t familiar with it.

Living with FND can mean your symptoms vary from day to day. One day you might be able to work without issue, while the next could bring debilitating tremors, brain fog, or even seizures. It’s this unpredictability that makes working with FND particularly tricky, as it’s difficult to plan ahead when you can’t always predict how you’ll be feeling.

It’s also important to note that FND symptoms can be invisible, which might make it harder for co-workers and supervisors to understand what’s going on.

When you're ready to talk to your employer about your condition, it’s understandable if you feel apprehensive. It’s natural to worry about how they’ll react or whether they’ll understand your needs. But here’s the thing: you have every right to request accommodations under laws like the Equality Act 2010 or equivalent legislation in your country. Your employer is legally required to work with you to ensure you have a supportive work environment, as long as your request is reasonable and doesn’t create an undue hardship on the company.

Start by reflecting on how FND affects your work. Are there certain tasks that are more difficult due to tremors, brain fog, or muscle weakness? Do you struggle with concentration or fatigue? Are you more prone to seizures in the morning? Pinpointing the areas where you need support will help you approach your employer with clear and actionable requests. You don’t need to disclose every detail about your condition if you’re not comfortable doing so, just focus on how it impacts your ability to perform your job.

When you do sit down with your employer, approach the conversation as a collaboration rather than a demand. Express your commitment to your role and desire to continue performing well, but explain that you need certain accommodations to manage your symptoms effectively. It's crucial to stay open to feedback from your employer as well, as they may have ideas for how to make adjustments that you haven’t considered.

Since FND is a relatively rare in research, and often misunderstood condition, it’s likely your employer may not know much about it. Take the opportunity to educate them about the disorder and how it affects your daily functioning. Explain that while FND symptoms are real and challenging, they are not always visible. This can help create empathy and understanding when you request certain accommodations, as they’ll have a better idea of why these changes are necessary.

You don’t need to dive into medical details, but it’s helpful to share how your specific symptoms manifest. For example, if you experience cognitive issues like brain fog, you might explain that it can make it difficult to concentrate or meet deadlines during flare-ups. Similarly, if you deal with physical symptoms like tremors, you might explain how that impacts tasks requiring fine motor skills.

You can also provide them with resources, such as websites or informational pamphlets, to help them learn more about FND. Some employers may appreciate having this additional information, as it shows that you’ve thought carefully about your needs and are committed to educating others. I personally printed out an information pack from the NHS website and highlighted which applied to me.

What ideas about what accommodations could make a difference for you? Every persons experience with FND is different, so the accommodations that work for one person might not be suitable for another. That said, some common accommodations that many people with FND find helpful include:

• Flexible work hours or remote work: Since FND symptoms can vary, having the ability to adjust your schedule or work from home when needed can alleviate stress and provide you with the time and space to manage flare-ups.

• Regular breaks: Taking breaks throughout the day to rest and recover can help manage symptoms like fatigue or brain fog.

• Ergonomic adjustments: Adjusting your workspace to make it more comfortable, such as using specialised chairs, keyboards, or monitors, can help if you experience physical symptoms.

• Job restructuring or modified tasks: If certain aspects of your job are too difficult due to FND symptoms, restructuring your role or modifying certain tasks can help you remain productive without overwhelming yourself.

  
  

When discussing accommodations, it’s important to focus on how these adjustments will help you do your job better. For instance, you might explain that allowing you to work from home during days when your symptoms are severe could prevent you from missing work entirely, which in turn helps you stay on top of your responsibilities.

In addition to securing the accommodations you need, it’s also important to create a place of understanding and support in the workplace. If your employer and co-workers are open to learning more about FND, it can create a more inclusive environment where you feel comfortable being open about your needs without fear of judgment.

Encouraging open communication is key. Regular check-ins with your supervisor can help you assess how things are going and whether any further adjustments are needed. If you feel comfortable, you might consider sharing your experience with colleagues or HR, as this could reduce misunderstandings and promote a supportive work culture.

Promoting mental health and disability awareness at work can also go a long way. By encouraging an open dialogue about FND and other chronic conditions, your workplace can become a more inclusive space for everyone, not just those with visible or widely recognized disabilities.

Living with FND doesn’t always mean you have to give up on your career. By being proactive in advocating for yourself, having open conversations with your employer, and working together to find reasonable accommodations, you can create a work environment that supports both your health and your professional growth. Remember, you’re not alone, and there’s no shame in asking for the accommodations you need to thrive.