Working With Crohn's or Colitis: Telling Your Boss

Working with Crohn’s or ulcerative colitis often comes down to two questions: should I tell anyone at work, and what can I ask for? In the US, telling your employer is generally your choice. If you want an accommodation, like a desk nearer the restroom, a flexible start time or working from home on bad days, you’ll usually need to tell someone who can approve it, but you don’t have to share every detail.

Below: sample wording, common accommodations, ADA and FMLA basics, bad days and interviews. It’s US-focused and general, not legal advice.

Should I tell my employer I have Crohn’s or colitis?

There’s no right answer, and you don’t have to decide everything at once. The Job Accommodation Network (JAN), a free, confidential service that answers questions about workplace accommodations, says it’s generally up to you to decide when to disclose. It also notes it’s better to disclose and ask for an accommodation before job performance suffers or problems come up, rather than after.

A few questions can help you decide:

• Do I need anything to change at work? If yes, you’ll likely need to tell someone so they can say yes.
• Who actually needs to know? Usually a manager or HR, not the whole team. JAN notes you don’t have to tell coworkers.
• How much do I want to say? JAN notes you can start general, like “a condition that affects my digestive system,” though an employer may ask for more if that doesn’t explain the need.

How to tell your manager: sample wording

Keep it short and practical. Lead with what you need, not your medical history, and pick a time that isn’t rushed.

A general version:

“I wanted to let you know I have a long-term health condition. Most days it doesn’t affect my work, but sometimes I need quick access to a restroom or a little flexibility with my hours. I’d like to talk about a couple of small changes that would help me keep doing my job well.”

If you want to name it:

“I have ulcerative colitis, which is a chronic bowel condition. It comes and goes. When it’s active, I may need to step away from meetings without notice or work from home for a day or two. Here’s how I’d keep things moving when that happens.”

A written follow-up after the conversation:

“Thanks for talking with me today. To recap, I asked about [a desk closer to the restroom / starting at 10 on appointment days / working from home during flare-ups]. You said you’d check with HR and get back to me by [date]. Let me know if I’ve missed anything.”

You don’t need special words. According to the EEOC’s guidance on reasonable accommodation, a request can be made in plain English. You don’t have to mention the ADA or say “reasonable accommodation,” and a request doesn’t have to be in writing, though your employer may ask you to fill out a form. JAN also has a sample accommodation request letter on its disclosure page.

What workplace accommodations can you ask for with IBD?

JAN’s page on gastrointestinal disorders, which names Crohn’s disease and ulcerative colitis, lists accommodation ideas by need. On its restroom-related page and its medical treatment page, ideas include:

• A flexible schedule or periodic rest breaks to use the restroom
• Moving your workstation closer to the restroom
• A private restroom or stall and a place to clean up, if needed
• Working from home during flare-ups
• A flexible schedule so you can make appointments, like coming in early or staying late
• Extra leave for medical absences
• Restructuring some less central tasks so you have more time for the main ones
• Moving to a vacant role that isn’t customer-facing or time-sensitive, if needed

The Crohn’s & Colitis Foundation gives similar examples, including paid or unpaid leave for hospital stays or procedures. It also lists examples it considers unreasonable: anything extremely costly to the employer, anything that needs major changes to the workplace, or working from home when being there in person is essential to the job (like a restaurant server).

Some people frame each request around the job: “If I can sit near the door in client meetings, I can step out without interrupting.”

ADA basics: is Crohn’s or colitis covered?

What the official sources say about the Americans with Disabilities Act (ADA):

• Who it covers. The employment part of the ADA applies to employers with 15 or more employees, according to the ADA.gov guide to disability rights laws.
• What counts as a disability. There’s no list of conditions. A person has a disability if they have an impairment that substantially limits one or more major life activities, have a record of one, or are regarded as having one (JAN).
• Where IBD fits. The EEOC’s Q&A on the ADA Amendments Act lists digestive and bowel functions among the major bodily functions, says the definition is to be read broadly, and says a condition that is episodic or in remission can count if it would substantially limit a major life activity when active. Whether a specific person is covered is still decided case by case.
• What employers can ask for. If your condition or need isn’t obvious, an employer may ask for reasonable documentation about the condition and how it limits you, but generally not your complete medical records (EEOC). That letter usually comes from your care team.
• Who picks the accommodation. Your employer doesn’t have to give you the exact thing you asked for. It can choose among options that work, and your preference is considered (EEOC).
• Privacy. JAN notes that employers must keep disability-related information confidential and share it only on a need-to-know basis.

FMLA basics: can you take leave for Crohn’s or colitis?

The Family and Medical Leave Act (FMLA) is separate from the ADA. According to the Department of Labor and its FMLA fact sheet:

• What it gives you: up to 12 workweeks of unpaid, job-protected leave in a 12-month period, with your group health coverage continuing on the same terms.
• Reasons: include your own serious health condition that keeps you from doing your job.
• In pieces: when medically necessary, leave can be taken in separate blocks or as a reduced schedule, which is called intermittent leave.
• Covered employers: private employers with 50 or more employees in 20 or more workweeks, plus public agencies and schools.
• Eligible employees: you’ve worked there at least 12 months, worked at least 1,250 hours in the past 12 months, and your worksite has 50 or more employees within 75 miles.
• Paperwork: your employer may ask for certification from your health care provider, and must give you at least 15 calendar days to provide it.
• Paid leave: your employer may require you to use your paid leave during FMLA leave.
• Notice: tell your employer as soon as possible and practical.

The Crohn’s & Colitis Foundation notes that for people with IBD, this can include time for surgery, hospital stays and regular appointments.

Keep notes of every work conversation

JAN, citing the EEOC, notes that people may find it useful to document accommodation requests, in case there’s ever a question about when you asked. A simple habit:

• Date and who you spoke with
• What you asked for, in your words
• What they said, and any next step or deadline
• A follow-up email that recaps it, like the sample above
• Copies of any forms, approvals or letters, kept somewhere you can still reach if you change jobs (within your workplace’s rules)

Your notes don’t need to include anything medical. They’re about what was asked and agreed.

Handling bad days at work

Some people make a plan on a good day for the bad ones. Things some people set up ahead of time:

• An agreed way to call in. A text template you’ve already cleared with your manager: “Not well today. Working from home, online by 10. I’ll move my 2 p.m. to tomorrow.”
• A meeting exit. An understanding that you may step out without explaining, and a seat near the door.
• A backup person. Someone who knows where your work stands and can cover a deadline.
• A small kit at work. A change of clothes, wipes and anything else you’d want close. Our IBD emergency kit guide has a full list.

For quick ways to explain to coworkers, see How to Explain Crohn’s or Colitis to Friends and Family. For logging stressful stretches, see stress, sleep and routine with IBD.

Job interviews with Crohn’s or colitis

• Do I have to mention it? The EEOC’s page on job applicants and the ADA says the ADA doesn’t require you to tell an employer about a need for accommodation at any particular time.
• What can they ask before an offer? Generally, an employer can’t ask whether you have a disability or about its nature or severity before making a job offer (EEOC).
• What about after an offer? An employer may ask medical questions after an offer if it asks the same questions of everyone offered that type of job (EEOC).
• Can I ask for help with the interview itself? You can ask. The EEOC says an employer can’t refuse to consider you because you need a reasonable accommodation to compete for a job. For example: “I have a medical condition and would appreciate a short break partway through the interview day. Could we build one in?”

If things go wrong

If a request stalls or you feel you’ve been treated unfairly, JAN offers free, confidential help with accommodations at (800) 526-7234. The ADA.gov guide says employment complaints go to the EEOC, generally within 180 days, or within 300 days where a state or local fair employment agency also handles it. For your own situation, an employment lawyer or advocate can tell you how the rules apply.

How Flarely helps

If your employer asks for documentation, that usually comes from your care team, and some people like to bring a clear picture of recent weeks to that conversation. Flarely’s Summary tab shows your days over 7, 30 or 90 days, and it can make a 30-day summary PDF in one tap to share with your care team. You don’t need to hand your logs to your employer.

There’s a “Questions I want to ask” note in the Reports tab, so you can jot down things like “Could you write a letter about my restroom access?” as they come to mind. Our printable care team questions sheet works on paper too. For more on preparing, see Questions Worth Asking Your Care Team.

Frequently asked questions

Do I have to tell my employer I have Crohn’s or ulcerative colitis?

In the US, it’s generally your choice. To ask for an ADA accommodation, you’ll need to say enough to link the request to a medical condition, but you can keep it general and you don’t have to tell coworkers.

Is Crohn’s or ulcerative colitis a disability under the ADA?

There’s no list, so it’s decided person by person. EEOC guidance lists digestive and bowel functions as major bodily functions, and says a condition that comes and goes can count if it would substantially limit a major life activity when active.

What work accommodations do people with IBD ask for?

A workspace near the restroom, a flexible schedule, extra breaks, working from home during flare-ups, and leave for appointments or hospital stays. They aren’t automatic, and your employer can choose a different option that works.

Can I use FMLA for Crohn’s or colitis?

If you and your employer meet the FMLA rules, it provides up to 12 workweeks of unpaid, job-protected leave in a 12-month period for a serious health condition, which can be taken in separate blocks when medically necessary.

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Flarely is for your own wellbeing. This guide isn’t medical advice. For medical questions, talk with your care team. It isn’t legal advice either; rules vary by place and change over time.