How to Navigate Applying for Your First Job with a Chronic Illness

Over a third of people in the UK suffer with at least one long term health condition. Living with constant fatigue and pain is exhausting, and symptom management is, in itself, a full time job. Understandably, this can mean that job hunting becomes much more complicated and, in some cases, scary for those who live with a chronic illness.

Regardless of how your condition impacts your life, you deserve a career that supports you, values your contribution, and makes room for your needs and LHA London wants to help you approach employers with confidence. Whether you’re seeking your very first job, moving to London, or applying for your first role after a diagnosis, here are our tips on how to navigate the process.

Make a list of things you need from a future job

Before you start looking for your job, one of the very first things you should do is make a list of all the things you need from a future employer. Narrowing down potential opportunities when you’re job hunting can be overwhelming for everyone, but when you have so many additional and fluctuating needs, it becomes even more important to ensure the job fits you—not the other way around.

That’s why it is so important to make sure that any position you apply for is going to accommodate you, so you feel comfortable and taken care of from the moment you interview.

There are many things that you may require from your position as someone with a chronic illness that could make the job far easier for you to manage. These include:

• A work from home/hybrid position
• Flexible working hours
• Adequate sick leave for hospital appointments
• Mental health days
• Access to health insurance (although this may not cover any existing symptoms or conditions)
• Part time hours
• Ergonomic chairs and desk equipment
• Access to private space in which to take your medication
• An understanding manager and inclusive work culture

Request a work from home/hybrid position

For many people, working from home is considered a luxury, but when you live with symptoms like chronic fatigue and pain, it can become a necessity. This shouldn’t be a compromise. Working from home or working in a hybrid position gives you additional time to rest and recover, and removes the anxiety that comes with full time masking and travel considerations.

You deserve a workplace that understands this. If an employer refuses to consider reasonable flexibility, it’s a sign that they may not be the right fit for you, no matter how appealing the role might look on paper.

How to prepare for interviews when you have a chronic illness

Ask for an interview time that suits your symptoms

If your mornings are better, request an early slot. If you function better after medication, ask for afternoon or remote options. Most employers will accommodate these requirements, and if they don’t, then consider whether they are likely to be flexible with you once you have the position.

Request a remote interview

Video interviews remove the stress of travel and can reduce the cognitive load of being in an unfamiliar space.

Prepare to manage symptoms during the interview

Make sure you have everything you need on hand at the time of the interview. Don’t forget to:

• Bring water, medication, or aids
• Keep notes or cue cards off camera
• Schedule rest before and after the interview
• Practise answers in advance to reduce brain fog

What to do if you have a flare on interview day

It’s okay to reschedule. You can simply say:

‘I’m unwell today and won’t be able to perform at my best. Would it be possible to move the interview to another day?’

Deciding whether to mention your chronic illness

You never have to disclose. But if you need accommodations during the interview, such as extra time, breaks, or a quiet room, it may be helpful to share the minimum necessary to make you comfortable on the day.

What to look for in an inclusive company

Not all workplaces are created equal. Some go above and beyond to support disabled and chronically ill employees, and recognising these green flags can make a big difference in your wellbeing.

Green flags during the application stage

Look for companies that:

• Mention flexible working in the job description
• Clearly outline wellbeing benefits
• Address inclusivity and disability access in their careers page
• Participate in the Disability Confident scheme
• Offer hybrid or remote roles
• Have positive Glassdoor reviews from disabled employees
• Use inclusive language in job posts (e.g., ‘adjustments available’)

Green flags during interviews

The interview tells you as much about the company as it does about you.

• Interviewers ask if you need adjustments
• They discuss wellbeing openly
• They show understanding, not frustration, about flexibility
• They have clear policies on sick leave and mental health
• They describe realistic expectations and a healthy work-life balance

Green flags after you receive an offer

Supportive companies don’t just tolerate chronic illness, they accommodate it confidently and respectfully.

Make sure:

• HR responds promptly about adjustments
• Their onboarding process includes optional disclosure
• They offer equipment or software proactively
• They demonstrate empathy without making assumptions

Be upfront at your induction

You are never obligated to tell someone about your chronic illness if you don’t feel comfortable. Your medical history is yours, and your autonomy should always be your priority in any role.

However, if your workplace is unaware of your condition then they can’t make reasonable adjustments to help you thrive, which will have an impact on your ability to perform your job as well as harm your physical and mental health.

Even though it may be difficult, it is important that you are honest about how it impacts you on a day to day basis. You don’t need to give all the details but, for example, if your fatigue gets worse later in the day, it would be useful for employers to know. This means that your workload might be adjusted in the afternoons or that calls with clients aren’t scheduled during this time. Additionally, if you need time after meetings to recover from a period of masking, this should also be considered.

You do not need to share everything. A simple explanation like: ‘My symptoms fluctuate, and I experience higher fatigue in the afternoons. It would help if meetings were scheduled earlier in the day.’ is often enough.

It may also be helpful to discuss any medication that you are on, and how this might impact your work life, if you deem it necessary.

How to ask for reasonable adjustments

We don’t need to explain how difficult advocating for yourself can be when you live with a chronic illness. But you deserve support, and under UK law, your employer must provide reasonable adjustments, and only you can wholly identify what you need.

Asking for adjustments can be tough, particularly if it’s your first job. You might want to seem like the model employee, but you can only be reliable if you are given the space and accommodations you need to really thrive in the position.

If you’re struggling to identify adjustments, here is what we recommend:

1. Make a list of the symptoms that are likely to affect your working day.
2. Note what helps you during a flare and how those adjustments could be applied at work.
3. Write down the accommodations you would offer someone else with your symptoms, then extend that same kindness to yourself.

Useful reasonable adjustments may include:

• Reduced or flexible hours
• Hybrid or remote working options
• A quiet work area
• Adjusted workload during flare ups
• Longer or more frequent breaks
• Ergonomic equipment
• Temperature controlled or low sensory environments

You may even find that some employers will give you the opportunity to request adjustments during the application process.

Request reasonable adjustments during a flare up

One of the hardest parts of navigating work with a chronic illness is undoubtedly the unpredictability of symptom flares. How long they last and how intense they are likely to be is out of your control.

Because flare ups are unpredictable, it’s essential to consider how your workplace can support you during these periods before they happen.

Identify your flare patterns

Reflect on your flare ups and ask yourself:

• Which symptoms worsen; fatigue, pain, mobility, cognition, nausea?
• Are you able to work at a reduced capacity, or do you need complete rest?
• Which tasks become impossible during a flare?
• What support makes a meaningful difference?

Examples of helpful adjustments during a flare

If you’re struggling to identify what you need during a flare, here are some examples of practical adjustments you can request during a flare:

Temporary reduced hours: Working fewer hours during a flare helps prevent total burnout and allows you to continue contributing safely.

Shift in duties or workload: Swapping demanding tasks for lighter responsibilities ensures you stay productive without worsening symptoms.

Flexible deadlines: Instead of rigid timelines, employers can stagger deadlines or break them into smaller, manageable segments so you feel less pressure to perform at the rate you would outside of a flare.

Remote working options: Being able to log in from home (a controlled, safe, and unobserved environment) during a flare can make the difference between coping and crashing.

Cancelled or rescheduled meetings: Removing cognitive or social pressure during flares is essential.

Extra breaks or rest periods: Even five minute microbreaks can help you regulate pain, fatigue, and the emotional stress that flare ups bring.

If it is within your means, consider a part time position

Being in pain is exhausting without needing to mask it in the workplace. Although you can’t predict when a flare might happen, working one less day a week can give you the additional resting time that you need at the end of the week to avoid going into burnout.

Part time work is especially helpful if you:

• Experience Post Exertional Malaise (PEM)
• Have severe fatigue or chronic fatigue syndrome (ME/CFS)
• Struggle with pain management
• Have difficulty with mobility
• Experience unpredictable flares
• Are transitioning back into work after diagnosis

The benefits of part time work:

• Reduced burnout: Working 4 days instead of 5 gives your body and mind more time to recover.
• Scheduled rest days: A midweek break can be life saving if your symptoms escalate after consecutive days of activity.
• Better flare management: With fewer working hours, you have extra time to regulate and recover.
• Greater balance: More time for medical appointments, physiotherapy, or rest without using up annual leave.

If it is within your means, consider freelance work

Freelance work has a number of benefits and disadvantages that can make it both a lifeline and your worst enemy if you live with chronic illness.

Freelancing can give you the freedom to choose your own working hours and take breaks without judgement. You are in complete control of your workload and can adjust it accordingly if you have a symptom flare. You will be able to work where you are most comfortable, and avoid the stress of commuting.

That being said, there are a number of things you need to consider before jumping to freelance work as the solution. These include:

Unpredictable income: Some months are quiet; some are overwhelming. Savings can help.

Additional admin work: You’ll handle taxes, invoices, contracts, and bookkeeping.

Building a client base: Networking, marketing, and referrals take time, especially if your symptoms limit your energy.

No paid sick leave: Time off becomes unpaid, which can be tough during prolonged flares.

Isolation: Working solo can be lonely unless you’re proactive about community and connection.

Freelancing can be empowering, but it requires a different type of resilience and structure.

Additional advice

1. Make a ‘flare trolley’

Create a ‘flare trolley’ that is dedicated to your working hours. This will hold everything you need conveniently within reach of your desk.

Things you could put in your flare trolley include:

• Medication
• Spare water bottle
• Calming oils
• TENS machines or heat pads
• Chargers for your flare equipment
• Snacks
• A notebook for symptom tracking
• Eye masks or ear plugs
• Joint tape
• Walking aids
• Spare blankets

2. Create a support network

Chronic illness can be isolating, but there are millions of people who have been where you are now, and who have likewise needed to advocate for themselves in the workplace. Their support and advice can be invaluable.

Here are a few places to look for people in similar situations:

• Online chronic illness communities
• Facebook or Reddit support groups
• Social media advocates and influencers
• Chronic illness podcasts
• Local in person meet ups
• Organisations offering peer support

3. Explaining fatigue to your employer

The truth is it should not be your responsibility to explain all the complexities of your condition to your employer. However, it can be helpful to provide them with some resources that help them understand the difference between tiredness and fatigue.

You might share:

• NHS guidance on chronic fatigue
• Articles on energy limiting conditions
• Articles that explain your chronic illness
• Charity guides for employers
• Brief explanations of PEM or sensory overload

Fatigue is often overlooked and one of the most debilitating symptoms of any chronic illness, so it is vital that your employer recognises how this is likely to impact you at work.

Your legal rights as an employee with a chronic illness

Under the Equality Act 2010, most chronic illnesses are recognised as disabilities, even if your condition is invisible, fluctuating, or newly diagnosed.

In the UK, you have the right to:

• Protection from discrimination
• Reasonable adjustments
• Fair treatment during interviews
• Flexible working requests
• Protection from dismissal due to your health
• Support during performance reviews
• The right to privacy regarding medical information

If you ever feel uncertain, organisations like ACAS, Citizens Advice, and disability employment charities can support you.

Finally, advocate for yourself

It can feel intimidating to ask for what you need, but your wellbeing is not optional. You deserve a workplace that respects your time, your boundaries, and your health.

Remember:

• A company unwilling to support your basic needs is not the right company for you.
• Chronic illness is not a flaw or a weakness.
• Accommodations do not make you less capable, they make you more sustainable.
• Your health is important, and protecting it is not selfish.

Looking for your first job in London?

If you’re preparing to start work in London and need flexible, affordable accommodation while you job hunt, LHA London offers centrally located rooms with no long term commitment, perfect for young professionals navigating their next steps.

We believe that opportunities in London should be accessible for all, including young working people. That’s why we provide affordable student accommodation across London that gives you the freedom to live your London life as you choose.

Our hostels cover all major points on the city’s map and cover your bills too, so you don’t need to worry about any additional costs while you focus on building the life you want.

For more information about how our charity can help you get set up in the big city, take a look at our available accommodation and volunteering opportunities, and don’t forget to check out our offer to discover what we can offer you.