Use this after the initial request (or after you have disclosed your diagnosis by other means). It makes the specific case for remote work as a way to manage cross-contamination risk in a shared office kitchen.
Offering flexibility — partial work-from-home, in-person attendance for key meetings, a trial period — can increase the likelihood the request moves forward. Employers often agree to arrangements that keep the role's responsibilities intact.
A follow-up letter that names a concrete accommodation: working remotely full-time or a set number of days per week. It frames the ask around food safety, not preference, and signals you remain available for required in-person work.
Answer a few questions and we assemble your letter
If colleagues in comparable roles work remotely, even part of the time, mention it briefly. If your role has historically involved remote work, that establishes precedent.
A trial period offer, such as 60 days, can reduce the perceived permanence of the request.
Set the arrangement field to full-time or a specific number of days per week, whichever fits your situation.
- EEOC, Disability Discrimination and the ADA eeoc.gov/disability-discrimination
- ADA.gov, Reasonable Accommodation Resources ada.gov
- EEOC, How to File a Charge eeoc.gov · 1-800-669-4000
Template provided for informational purposes only. Does not constitute legal advice. Accommodation outcomes depend on employer size, role, jurisdiction, and individual circumstances. Consider consulting a licensed employment attorney or contacting the EEOC at eeoc.gov or 1-800-669-4000.