Individuals with borderline personality disorder (BPD) can face unique obstacles to succeeding in a work environment due to their condition.
The emotional volatility and impulsiveness associated with BPD can make it challenging for employees to thrive in a workplace without structure and support.
Fortunately, federal disability law gives employees with BPD rights and options for accommodating the limitations of their condition.
This blog post will cover the rights federal law grants to employees with BPD in the workplace.
Our federal reasonable accommodation attorneys answer common questions federal employees with BPD have, including:
- Is BPD a disability under the ADA?
- What are BPD reasonable accommodations for federal employees?
- How can I get workplace accommodations for borderline personality disorder?
Pines Federal has over two decades of experience helping federal employees navigate their rights to disability accommodations in the workplace. If you have questions or concerns, contact us online or call (800) 801-0598 to schedule a consultation today.
Is Borderline Personality Disorder a Disability?
This is typically one of the first things federal employees with BPD ask our attorneys. However, it can be a complicated question to answer.
Borderline personality disorder is a complex mental health condition that affects how a person relates to themself and the people around them.
Individuals with BPD often experience intense emotional fluctuations that can make it challenging to maintain stable routines and relationships.
Common symptoms of BPD include:
- Severe mood changes,
- Challenges controlling anger,
- Paranoia,
- Disassociation,
- Impulsiveness, and
- Lack of concentration.
Individuals with BPD may also suffer from compounding mental health conditions, such as depression, ADHD, or anxiety disorders.
So, is borderline personality disorder a disability? As a general term, “disability” can mean different things to different people, depending on the severity of a condition and the limits it puts on someone’s life.
However, in an employment law context, “disability” is more specific. To better answer this question, let’s look at how federal employment law handles mental conditions like BPD.
Is BPD a Disability Under the ADA?
The Americans with Disabilities Act (ADA) defines disability as a physical or mental health condition that substantially limits someone in one or more major life activities. According to the ADA, “major life activities” don’t just include physical tasks like walking, seeing, and breathing.
They also include a range of social and cognitive behaviors, such as:
- Communicating,
- Learning,
- Concentrating,
- Thinking,
- Working, and
- Caring for oneself.
Under this definition, a person with BPD can qualify as having a disability under the ADA if their condition impairs any of these activities in or outside of the workplace. Even if you manage your symptoms with medication or therapy, the ADA still considers a condition a disability if you have an impairment without treatment.
The ADA protects employees from targeted discrimination in the workplace due to their condition. They’re also entitled to reasonable accommodations that help them perform their job duties despite their disorder.
Federal employees with BPD receive these same rights and protections. However, they’re upheld by the Rehabilitation Act of 1973, an earlier law that laid the foundation for the ADA.
What Are Reasonable Accommodations for Borderline Personality Disorder?
A reasonable accommodation is a change to the work environment that helps someone overcome specific medical limitations to fulfill their job responsibilities.
For BPD, accommodations may help employees manage stressful or triggering situations that could intensify their symptoms. Adjustments that add structure and consistency to the workflow can also help employees manage the volatility of their condition.
Some examples of reasonable accommodations for borderline personality disorder include:
- Flexible work hours to allow meetings or calls with a therapist,
- A private workspace with tools to block noise or play calming music,
- Limited customer interactions to avoid interpersonal conflicts,
- Productivity or task management tools to help anticipate deadlines,
- Permission to attend overwhelming group meetings via audio or video call,
- Options for occasional or total remote work to avoid environmental triggers, and
- Leave time to seek treatment or in case of hospitalization.
Potential accommodations for BPD will depend on your workplace and your specific limitations. Be aware: you may not get your first-choice accommodation if it’s not logistically or financially feasible given your job responsibilities. Federal law doesn’t require employers to grant an accommodation request if it imposes undue hardship on their operations.
How Do I Request Accommodations for Borderline Personality Disorder?
Requesting a disability accommodation is an informal, interactive process. You can start by having a conversation with your employer about your condition and limitations. However, it’s wise to put this in writing so that you have documentation of the process.
In your request, be sure to describe in as much detail as possible the following:
- The limitations you face because of your condition,
- Specific tasks or responsibilities where you struggle, and
- Changes that would help you overcome your limitations.
After your employer receives your request, you’ll typically meet and discuss the options available to accommodate you. Together, you’ll negotiate to identify an accommodation that’s appropriate for your workplace and meets your needs. Your employer will typically put the accommodation in writing and plan on a future date for you to check in and review its effectiveness.
Experienced Advocates for Federal Workers
Employees with BPD deserve the tools and support to thrive in their workplace. Unfortunately, not all employers respect employees or their rights. When an employer rejects or ignores requests for BPD reasonable accommodations, federal employees need help from a legal professional.
The attorneys at Pines Federal have over 60 years of combined experience fighting for the rights of government employees. We know federal employment law inside and out and are prepared to help you get the accommodations you deserve. Contact our office online or by phone at (800) 801-0598 to learn more.