The rights my son didn't know he had — and what I tell every Crohn's family now

The short answer: Crohn's disease qualifies as a disability under the Americans with Disabilities Act (ADA), which means most employers are legally required to provide reasonable accommodations — even during remission, even when symptoms are invisible. Most people with Crohn's never ask, because nobody tells them they can.

Here's what I've learned as a naturopath and a Crohn's mum — and what I wish someone had told our family years earlier.

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## Does Crohn's Disease Qualify as a Disability Under the ADA?

Yes. Unambiguously yes.

The ADA Amendments Act of 2008 broadened the definition of disability significantly. According to the U.S. Equal Employment Opportunity Commission (EEOC), a condition qualifies if it substantially limits one or more major life activities — including digestive functions, bowel control, and the ability to care for oneself. Crohn's disease meets this threshold, even when symptoms are well-managed or in remission.

Key takeaway: You do not need to be in a flare to be protected. Remission does not remove your rights.

This matters enormously. My husband spent years in the workforce before his Crohn's was well-controlled — three surgeries, complications, and a long road to the 20+ years of deep remission he now lives in. He navigated workplaces without ever knowing the full extent of what he could have asked for. My son, diagnosed young, faced similar gaps at school. The system does not volunteer this information. You have to know to ask.

## What Accommodations Can You Actually Request?

This is where most people get stuck. They know vaguely that "accommodations exist" but have no idea what's reasonable to ask for — or how to frame the conversation without feeling like they're making demands.

Here's what the EEOC and disability rights advocates confirm as commonly approved accommodations for IBD and Crohn's disease specifically:

Bathroom access accommodations

- Unrestricted bathroom breaks (not subject to a timed break schedule)

- Priority access to the nearest restroom

- Permission to keep a change of clothing at work without explanation

Schedule and location flexibility

- Modified start/end times to accommodate morning symptoms (which are common in Crohn's)

- Remote work options during flares or post-procedure recovery

- Flexible scheduling around infusion appointments or specialist visits

- Intermittent FMLA leave for unpredictable flare days

Physical environment

- A desk or workstation closer to bathroom facilities

- Permission to eat small meals at a desk if dietary management requires it

- Reduced travel requirements during active disease periods

Key takeaway: You don't need to disclose your full diagnosis to request accommodations — you only need to provide enough medical documentation to show that a condition substantially limits a major life activity. Your gastroenterologist can write a letter that supports your request without revealing more than necessary.

## What to Actually Say to HR

This is the part nobody prepares you for. Knowing your rights is one thing. Walking into an HR office — or writing that email — is another.

Here's a simple framework that works:

Step 1: Request the interactive process, don't just ask for a favour

Say: "I'd like to formally request a reasonable accommodation under the ADA for a medical condition. Can we schedule time to discuss this?"

This language signals that you know your rights. It shifts the conversation from a personal favour to a legal process — which protects you.

Step 2: Get a supporting letter from your gastroenterologist

The letter doesn't need to name your diagnosis. It should state: that you have a medical condition, that it substantially limits one or more major life activities, and that the requested accommodations are medically appropriate. Most GIs are familiar with writing these — just ask.

Step 3: Be specific about what you need, not about what's wrong

Instead of: "I have Crohn's and sometimes I can't control when I need the bathroom"

Say: "I need unrestricted access to bathroom facilities and occasional schedule flexibility for medical appointments."

You are describing functional needs, not symptoms. This is more effective and more comfortable.

Step 4: Follow up in writing

After any verbal conversation, send a brief email summarising what was discussed and agreed. This creates a paper trail that protects both you and your employer.

Key takeaway: The ADA interactive process is a legal framework, not a favour. Using the right language signals that you understand your rights — and that changes the dynamic of the conversation.

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As a naturopath, I work alongside families to support gut health, reduce inflammation, and manage the day-to-day burden of Crohn's. But I've learned — through my own family — that clinical support is only part of what people need. The other part is practical knowledge: knowing what you're entitled to, knowing how to ask, and knowing that asking is not weakness.

My husband's 20+ years in remission didn't happen by accident. It happened because we learned — slowly, sometimes painfully — how to build a life that worked with this disease, not against it. That includes the workplace.

If you're supporting a child or teenager with Crohn's: the same principles apply in educational settings under Section 504 and the IDEA framework. Ask your school for a 504 Plan. You don't have to wait for crisis.

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## Common Questions

Can my employer fire me for having Crohn's disease?

Not legally, if you work for an employer with 15 or more employees. The ADA prohibits discrimination based on disability, including termination, demotion, or failure to promote. If you believe you've been discriminated against, the EEOC is the first point of contact.

Do I have to tell my employer I have Crohn's?

No. You are not required to disclose your specific diagnosis. You only need to indicate that you have a medical condition that requires accommodation, supported by documentation from your doctor.

What if my employer denies my accommodation request?

They must provide a reason. If the denial seems unreasonable, you can file a charge with the EEOC or consult a disability rights attorney. Many offer free initial consultations.

Does the ADA apply if I work remotely or part-time?

Generally yes, if your employer has 15 or more employees. Remote workers and part-time workers are covered. Check your specific state laws too — many states have broader protections than the federal ADA.

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This article is for informational purposes only and does not constitute legal advice. For specific legal questions about your situation, consult a qualified employment attorney or contact the EEOC.

This supports, and never replaces, the guidance of your medical and legal team.