Thriving in the Workplace with PD

For those diagnosed with Parkinson’s Disease, navigating the workplace brings unique challenges and questions. 

Can I continue working? 

Should I disclose my condition?

What legal protections do I have? 

It may feel overwhelming, but with the right approach, you can be empowered to make informed decisions and find ways to maintain purpose, dignity, and support in your professional life.

How Parkinson’s Disease May Impact Your Ability to Work

Parkinson’s symptoms vary from person to person but often include tremors, stiffness, slowness of movement, fatigue, cognitive changes, and depression or anxiety. 

As these symptoms progress, they may interfere with daily tasks such as typing, walking, speaking clearly, or staying focused during long meetings.

Considerations for YOPD

Young-Onset Parkinson’s Disease adds complexity to the workplace equation. Individuals diagnosed in their 30s or 40s may still be building their careers, raising families, or managing financial responsibilities such as student loans or mortgages. Unlike older individuals who may be closer to retirement, those with YOPD often face decades of employment ahead.

YOPD can also present differently. Younger people are more likely to experience more frequent dyskinesias (involuntary body movements) in response to medication and earlier and more frequent dystonias (cramping or abnormal postures). 

The social and emotional toll of feeling “too young” for such a diagnosis can also lead to isolation or fear of discrimination in the workplace.

Tips for Navigating PD in the Workplace

Managing Parkinson’s at work requires a multifaceted strategy. There are many ways to reduce stress and maintain productivity, from open communication to using assistive tools.

How To Talk To Your Boss & Coworkers

It can feel scary to think about whether or not you want to disclose your diagnosis. While you're not legally required to do so unless you’re requesting an accommodation, sharing your condition can foster understanding among your coworkers and boss, and reduce misunderstandings.

Here are some tips to help you disclose your diagnosis to your boss as effectively and comfortably as possible: 

• Choose the right time and setting: A private, calm environment is ideal.
• Be clear but concise: Explain how your symptoms may impact work and what support you may need.
• Provide reassurance: If you're still able to perform your essential duties, say so. Many people with PD continue working for years post-diagnosis.
• Anticipate questions: Your manager or HR might not be familiar with PD, so be ready to share resources (PCLA’s education page is a great resource to share).

You may also choose to tell close coworkers if you feel comfortable. This can reduce workplace anxiety and help create a network of allies.

Smart Tools and Simple Adjustments That Make a Difference

There are numerous tools and strategies to support people with Parkinson’s in the workplace:

• Voice recognition software (see a list of top products here) is available for those with tremors or slowness that affect typing.
• Ergonomic equipment like split keyboards, anti-fatigue mats, and trackball mice.
• Time management apps to counteract cognitive fatigue or “brain fog.”
• Speech therapy apps such as the Speak Up for Parkinson's app 
• Scheduled breaks and flexible hours to cope with fatigue or medication cycles.

Occupational therapists can also help evaluate your workspace and recommend personalized accommodations. 

Check out Part 1 of the PCLA Moving Forward series featuring Occupational Therapist Dr. Mary Grace Lagasca, who provided many helpful tips for people with PD. 

When It’s Time to Step Back: Planning for a New Chapter

Despite your best efforts, there may come a time when continuing to work with Parkinson’s becomes too difficult. It’s important to plan ahead for this possibility, both financially and legally.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) provides robust protections for people with Parkinson’s. 

Under the ADA:

• Employers with 15 or more employees for each working day must provide reasonable accommodations to qualified individuals with disabilities.
• You have the right to non-discrimination during hiring, firing, promotions, and other employment practices.
• Employers cannot retaliate against you for requesting accommodations or exercising your ADA rights.

Accommodations may include:

• Modified work schedules.
• Remote work arrangements.
• Reassignment to a vacant position if you can no longer perform your current job.

To request accommodations, submit a written request or have a face-to-face conversation with your HR department or supervisor. Be specific about the symptoms affecting your work and what accommodations would help. Medical documentation may be required.

Social Security Disability Insurance (SSDI)

If you can no longer work, you may qualify for Social Security Disability Insurance benefits. Parkinson’s is listed as a qualifying condition under the Social Security Administration's Blue Book, particularly if symptoms severely limit your ability to function. 

The application process can be complex, so consulting a disability attorney or patient advocacy group can be helpful.

With the Right Support, Work Can Still Be Meaningful

Parkinson’s Disease brings undeniable challenges to the workplace, but with the proper support, tools, and legal knowledge, many individuals can continue to find purpose and success in their careers. 

Whether you're newly diagnosed or navigating late-stage symptoms, remember: PCLA is here for you. Our growing community of advocates, healthcare professionals, and people with Parkinson’s is ready to support you on this journey.

Check out our library of resources or reach out to our referral specialist today!

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