Should you disclose your MG diagnosis at work?

Last updated Aug. 18, 2025, by Jordan Wold

Deciding whether or not, or when, to tell your employer about your myasthenia gravis (MG) diagnosis is a personal choice. In most cases, disclosing MG at work isn’t required unless your symptoms interfere with essential job duties.

However, because MG is a chronic illness that can affect your daily functioning, sharing your diagnosis sooner, especially in a supportive workplace, may be beneficial, as employers often are required to provide reasonable workplace accommodations for chronic illnesses.

Knowing your rights and understanding which legal protections for chronic illnesses apply to your specific type of MG can help you chart a path toward disclosing your MG at work on your own terms.

Understanding your rights

When working with MG, you have rights as an employee under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).

Both the ADA and FMLA are federal laws that provide legal protections for individuals with chronic illnesses and other disabilities, as well as their associated medical needs.

While FMLA provides up to 12 weeks of unpaid, protected leave for employees from their jobs, the ADA is a more wide-ranging bill that prohibits discrimination against people with disabilities in all aspects of public life.

How do they help?

How do these bills help you when you’re wondering “Should I disclose my condition at work?” The ADA, FMLA, and chronic illness protections go hand-in-hand, and serve as a reminder to employers that you have legal protections at work.

Even if your workplace has good medical insurance, knowing FMLA is available might allow you to have more time to rest at home following surgery or other treatments.

And, while chronic illness disclosure at work is usually your choice, you are required to disclose conditions and disabilities, including hidden disabilities, at work if you are asking for a reasonable accommodation.

Disclosure is also necessary if your MG diagnosis is directly affecting your ability to do your job.

What are reasonable accommodations?

Reasonable accommodations will vary depending on the specific workplace, but under the ADA, your employer is required to make reasonable adjustments that allow you to remain focused on your work.

For example, if your work hours need to be adjusted to accommodate appointments, or if you need to work from home more frequently to manage fatigue, these changes may be considered reasonable accommodations.

It is important to note that an employer does not have to provide accommodations if doing so would cause “undue hardship to the business.” This means that if an accommodation is not feasible due to the company’s size or financial resources, your employer is within its legal rights to refuse.

However, employers can not deny accommodations just because there’s a cost involved. While workers can request specific accommodations, employers can choose a different option, as long as it effectively meets the employee’s needs.

Benefits of disclosing your diagnosis

Remember, you have employee rights — and chronic illness disclosure may be a faster way to ensure those rights are acknowledged and respected by your employer.

Disclosure can open the door to help and flexibility, and working with MG might be easier to manage if you don’t feel like you have to keep a secret. You might even feel relieved.

Disclosing your diagnosis can also explain potential changes in performance or attendance. When it’s documented, it helps establish a clear record. This can also provide legal protection if you ever face discrimination or if your employer fails to meet its obligations under the ADA.

Weighing the risks of disclosure

Even though obtaining ADA chronic illness protections is your right, there are potential issues that can come with chronic illness disclosure at work, especially if your company culture is unsupportive.

Before deciding whether to disclose MG, consider your individual situation, including the severity of your symptoms, whether you currently require accommodations, and how disclosure might impact your career progression.

If you believe your workplace carries a stigma around chronic illness, or if you feel you’re facing potential job discrimination, chronic illness disclosure is something you may want to navigate carefully.

If you do decide to disclose, document any conversations or incidents that could help protect you if discrimination arises later.

How to have the conversation

If you’ve decided to take advantage of your MG workplace rights and talk to your employer about your chronic illness, it’s important to plan how you’ll approach the conversation.

Choose a time when things are calm, possibly at the start or end of the workday, and consider speaking with a trusted manager or directly with human resources (HR).

In many cases, however, HR should be involved, especially if you’re requesting formal accommodations. You only need to share information that’s relevant to your needs.

Again, it is important to document the conversation in writing in case you encounter any issues obtaining the necessary accommodations.

Even if you speak to someone in person, follow up with an email summarizing the discussion and requesting confirmation of receipt. This can help protect you in case any issues arise later.

Alternatives to full disclosure

If you don’t think disclosing MG at work is the right option for you, but you still want to share some information, you can choose to disclose a more limited amount of details.

Even if you don’t share that you specifically have MG, workplace rights still exist, and you can take medical leave for a doctor’s appointment without providing details you are uncomfortable sharing.

You can also choose to have a more formal conversation without naming the condition. While it might be more difficult for your employer to provide detailed accommodations without knowing your condition, the company may still be able to help you feel more comfortable.

Making small changes without formal disclosures could also help you navigate a more formal conversation in the future if your symptoms get to the point where a more direct disclosure becomes necessary.

Supporting yourself

Navigating chronic illness and employment can be challenging, but disclosing your condition at work may help protect your rights. If your employer doesn’t respond supportively, remember that ADA chronic illness protections still apply.

Whether or not you choose to disclose, prioritize your comfort and well-being. If you have a solid support system at work, consider sharing your diagnosis with those trusted individuals first.

So, if after understanding your rights, you still find yourself asking, “Should I tell my employer about my chronic illness?” a trusted colleague may be able to give you their informed, educated opinion.

While disclosure isn’t without risks, remember that federal protections like the ADA are designed to support you, and the law is on your side.

Myasthenia Gravis News is strictly a news and information website about the disease. It does not provide medical advice, diagnosis, or treatment. This content is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified health provider with any questions you may have regarding a medical condition. Never disregard professional medical advice or delay in seeking it because of something you have read on this website.