Bringing a new baby into the world can be a monumental experience.
However, it often comes with challenges beyond sleepless nights and diaper changes.
For the many federal employees who experience postpartum depression (PPD) after giving birth, unexpected emotional turmoil and physical symptoms can add an extra burden to the vital work of caring for yourself and your new child.
If you’re a federal employee struggling with PPD, the very idea of returning to work can fill you with anxiety and exhaustion. However, you’re not alone—and you’re not without options.
This blog post will give an overview of postpartum depression, reasonable accommodations for federal employees, and how you can get the support you need from an experienced federal accommodations lawyer during this challenging time.
For assistance, please call (800) 801-0598 or send us an online message today.
Is Postpartum Depression Considered a Disability?
Postpartum depression (PPD) is more than just “the baby blues.” Women who experience PPD suffer from a serious mental health condition that can last months after birth and may have detrimental long-term effects if not treated.
Common symptoms include:
- Crying spells,
- Intense fatigue,
- Difficulty concentrating,
- Severe anxiety,
- Irritability and mood swings,
- Insomnia, and
- Suicidal ideation.
These symptoms often cause severe disruption to women’s daily lives, including in the workplace.
For this reason, PPD can qualify as a disability. Under federal disability law, an individual is considered disabled when a physical or mental health condition limits at least one major life activity, such as thinking, communicating, or sleeping.
Even if you manage your symptoms with medication, federal law still considers your PPD a disability if it interferes with your ability to perform essential tasks when left untreated.
Is PPD a Disability Under the ADA?
Yes. Individuals with PPD can qualify for rights and protections through the Americans with Disabilities Act (ADA) when their symptoms substantially limit one or more major life activities.
Under the ADA, employees with disabilities have the right to the following:
- A workplace free of discrimination based on their medical condition,
- Reasonable accommodations for their limitations, and
- Protections from employer retaliation for exercising rights under disability law.
For federal employees, these benefits come from a different law, the Rehabilitation Act of 1973. This law applies the same standards as the ADA but specifically for federal employees and agencies.
What Are Reasonable Accommodations for Postpartum Depression?
Reasonable accommodations are changes or adjustments to your job or work environment that help you manage your condition without causing undue hardship to your employer.
Common accommodations for employees with PPD include:
- Flexible scheduling—adjusting your hours to accommodate therapy appointments, fatigue, or other episodes of symptoms;
- Telework—allowing you to work from home on certain days of the week or full-time to reduce stress and manage separation anxiety;
- Reduced workload—temporarily reassigning some of your tasks to ease the pressure during recovery;
- Additional breaks—permission to step away from duties during work hours to call doctors or counselors;
- Special tools—changes to workspace lighting, access to ergonomic chairs or computer equipment, and digital project management tools to help with concentration or memory issues;
- Private space—providing access to a comfortable, private area for lactation or rest breaks; and
- Supportive communication—additional guidance or check-ins from your supervisor to reduce overwhelming and help with focus.
Postpartum depression reasonable accommodations for federal employees can vary depending on the specific limits you face, your job duties, and your employer’s resources.
Your employer can refuse to grant an accommodation request that poses an undue financial or operational hardship. However, by law, they must work with you to find an alternate arrangement to meet your needs.
How Do I Get PPD Work Accommodations?
The process for getting workplace accommodations for postpartum depression begins with informing your employer about your need for accommodations. It’s best to do this in writing so you have a record of your request.
Draft a letter stating that you’re experiencing a limiting health condition related to your pregnancy. Explain your specific mental and physical impairments and describe the accommodations that would help you manage your job responsibilities. You don’t need to go deep into personal details—just enough to outline your challenges.
Your employer may request a letter from your healthcare provider verifying your condition and desired accommodations. This letter doesn’t have to be overly detailed but should confirm the impact of PPD on your work.
Now, you and your employer can begin the interactive process of determining a logistically feasible accommodation that benefits you. This may take some time and involve testing out different arrangements. However, your employer has a legal duty to collaborate with you until you find a solution.
PPD Doesn’t Have to Derail Your Career
Between the hormonal changes, emotional strain, and pressure of returning to work, requesting reasonable accommodations can seem intimidating. At Pines Federal, we understand the unique challenges that new mothers face when trying to reenter the federal workplace while grappling with PPD.
Our team of experienced advocates has spent the past two decades helping federal employees facing pre- and postpartum complications understand and exercise their unique rights.
If you’re a federal employee struggling to get accommodations for your postpartum depression, our seasoned attorneys are here to provide the compassionate, knowledgeable support you need.
Contact our office online or call (800) 801-0598 today to schedule a consultation and learn how we can help.