Rather than a more easily visible health condition, you have a mental health condition that may prevent you from always bringing your best to your job in Michigan. Because your condition is not physical, does your employer have to provide you with accommodation to make performing your job easier?
The U.S. Equal Employment Opportunity Commission examines the question. Understand your employee rights and how to protect them.
It is only when you request a reasonable accommodation that your employer has the legal right to ask you about your specific mental health condition. Current laws could offer benefits to workers with certain mental health conditions, another scenario in which your employer can ask about your condition, to determine your eligibility. You have the option of disclosing your condition if your company practices affirmative action hiring for applicants with disabilities, but the final decision is yours to make.
Companies cannot legally terminate, deny a promotion or position or force employees to take leave on account of a mental health condition. If your employer were to terminate you, it would have to be for a legally protected reason, such as an inability to perform the job or presenting a clear threat to others. Stereotypes and myths surrounding mental illness cannot influence any termination actions.
To get accommodation, you need to speak with an HR representative, your supervisor or someone else in a similar position. If you know how your condition impacts your overall job performance, it is better to request an accommodation before you experience any “flare-ups” or triggers that may start to compromise your job performance. Get the safety net in place well before you need it.
This information is only intended to educate and should not be interpreted as legal advice.