| Read Time: 3 minutes | Federal Employee Rights
anxiety reasonable accomodations federal employees

We hear the word “anxiety” more often, but not everyone understands its impact.

There are many different anxiety disorders, including generalized anxiety disorder, panic disorder, and social anxiety disorder.

Collectively, anxiety disorders are the most common mental issues in the United States. They affect almost 20% of the adult population

As the attitudes towards anxiety evolve, federal employees’ reasonable accommodation for anxiety is becoming more common. Such employees can benefit from a wide range of reasonable accommodations.

In this piece, we’ll answer many of the basic questions we receive regarding anxiety. However, this is only general information.

To receive tailored legal advice and learn about your options, contact our team of incredible EEOC reasonable accommodations attorneys. Reach out to us online or call (800) 801-0598 today to get started. 

Is Anxiety a Disability Under the ADA?

The short answer is yes. According to the Americans with Disabilities Act Amendment Act of 2008, the government is under a clear mandate to provide a very broad interpretation of the phrase “disability.”

Specifically, the term “disability” now means any medical or physical impairment that substantially limits one or more major life activities of an individual. 

Major life activities include things like:

  • Performing manual tasks,
  • Seeing,
  • Bending,
  • Speaking,
  • Breathing,
  • Reading,
  • Thinking,
  • Learning,
  • Communicating, and
  • Working.

“Disability” under the ADAAA also includes any individual with a record of an impairment or who is “regarded as having such impairment.” Because anxiety can affect virtually every major life activity, it qualifies as a disability.  

Applying the ADA: Anxiety Accommodations

Because anxiety (and anxiety disorders) qualify as a disability under the ADA, employees can request reasonable accommodation to help manage it.

However, few federal employees understand the reasonable accommodation process. In fact, many agencies fail to properly educate their own human resources officials about the accommodation request process.

The reasonable accommodation process begins when you make your request. You can do this simply by indicating a need for accommodation to your supervisor.

The ADA does not require that you use any formulaic legal phrases or invoke the law to make the request. Any “plain English” request will suffice. This could be something as simple as telling your supervisor that you need time off to treat your anxiety. 

Once you make this statement, your employer is on notice that you have made a reasonable accommodation request. 

Ideally, your employer will provide you will a detailed accommodation form which you can fill out to indicate things like:

  • The anxiety disorder you have;
  • How your anxiety disorder affects you; and
  • What you are seeking as accommodation.

Once you have completed this form, your employer should meet with you to review your request, discuss the process, and go over the next steps.

The ADA requires that you receive reasonable accommodation for your disability unless your employer is able to show that your accommodation is an undue burden.

However, your employer only has to provide you with accommodation that allows you to perform your core duties. It does not have to provide you with the accommodation of your choice. 

Examples of Work Accommodations for Anxiety

Many accommodations are available for those who have anxiety. 

Reasonable accommodations examples include:

  • Additional leave,
  • A modified work schedule,
  • A service animal,
  • Noise-canceling headphones,
  • A quiet office,
  • Occasional telework, and
  • Memory aids. 

Depending on your symptoms and needs, you could qualify for other accommodations as well. In some cases, full-time work from home as accommodation for anxiety might be reasonable. 

We’re Dedicated to Making Anxiety Reasonable Accommodations for Federal Employees Happen

The ADA provides those with anxiety significant rights and options. However, not all employers are up-to-date on their obligations.

In some situations, you may encounter discrimination and harassment because of your anxiety disability. Or your employer may not take your request for accommodation seriously.

If you think you need legal assistance with your request, don’t hesitate. Obtain the legal representation you deserve today.

Our team at Pines Federal is passionate about the rights and welfare of federal employees. We understand how nerve-wracking anxiety can be.

We also know that the process surrounding reasonable accommodation is often far from straightforward. Thankfully, our attorneys are very familiar with anxiety-related accommodation requests.

We also have decades of experience working with federal employers. When you hire us, we will strive to make the reasonable accommodation process as quick and painless as possible. 

Don’t wait. Give us a call today at (800) 801-0598 or reach us online to set up your initial appointment.

Author Photo

Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative.

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