A friend of mine has had several concussions over the years. They had noticed that they struggled remembering stuff. At work, it’s impacting their performance - at their level they’re expected to handle rather complex tasks, manage their own workload and it’s hard for them. They have recently been diagnosed with a long term brain injury but they worry about raising it with HR as it’s not clear to them if there are any accommodations that could be put in place or they’d be told you can’t perform the job function. I’d love to hear from folks who have been successful in getting accommodations due to a brain injury - what accommodations did you get?

2 Comments

1. AnonymousAugust 16,2024 at 6:21PM UTC

   Absolutely put in an accommodation, this should permit for training that works best for them to be allowed, training, longer to learn, having it being provided in written form if just an e-learning, etc. The expectations of performance may be able to be adjusted but needs to be fair and consistent for all. Need to be set up for success.

2. maria roseAugust 16,2024 at 7:09PM UTC

   The key words in this comment to the OP is getting an accommodation that is fair for all parties—both the employer and the employee). And depending on the geographic location, accommodations are going to vary—this includes getting SSDI qualified and accommodating the what skills set that the employee can do with accommodations that doesn’t affect the end result of the job. It may need a down grade in job position. The disability from the OP of this post statement is permanently restricting their level of performance so adjustments will definitely have to occur sooner than later. It helps if there’s medical proof of the need for accommodations.

   What I think is more problematic is the unspoken issue of needing the income and the fear of having to deal with a lower income if they stay on employed in present company, which is a stress inducing situation by itself. If the concussions had occurred as a result of an on the job situation, then the company should have already been aware through Workmen Compensation of potential effects and should be more than willing to create an accommodation. But trying to avoid needed accommodation just because of financial need is not taking physical, mental care seriously.