Employees with Parkinson’s 

Disease 

Accommodation and Compliance Series
Preface 

The Job Accommodation Network (JAN) is a service of the Office of Disability 

Employment Policy of the U.S. Department of Labor. JAN makes documents available 

with the understanding that the information be used solely for educational purposes. 

The information is not intended to be legal or medical advice. If legal or medical advice 

is needed, appropriate legal or medical services should be contacted. 

JAN does not endorse or recommend any products or services mentioned in this 

publication. Although every effort is made to update resources, JAN encourages 

contacting product manufacturers/vendors and service providers directly to ensure that 

they meet the intended purposes. This guarantees that the most up-to-date information 

is obtained. 

The following document is not copyrighted and reproduction is encouraged. Section 

105 of the Copyright Law provides that no copyright protection is available for works 

created by the U.S. Government. Therefore, all works created by JAN fall under this 

provision. While individuals may use such work with impunity, individuals may not 

claim copyright in the original government work, only in the original material added. 

Individuals may access the full text of the law from the U.S. Copyright Office 

http://www.loc.gov/copyright. Please note that specific information cited by JAN may be 

copyrighted from other sources. Citing secondary sources from a JAN publication may 

violate another organization's or individual's copyright. Permission must be obtained 

from these sources on a case-by-case basis. When using JAN materials, JAN asks that 

the materials not be reproduced for profit, that the tone and substance of the information 

are not altered, and that proper credit is given to JAN as the source of the information. 

For further information regarding this or any other document provided by JAN, please 

contact JAN. 

Authored by Linda Carter Batiste, J.D. Updated 03/23/10. 

Practical Solutions • Workplace Success 

2 
JAN’S ACCOMMODATION AND COMPLIANCE SERIES

Introduction 

JAN’s Accommodation and Compliance Series is designed to help employers determine 

effective accommodations and comply with Title I of the Americans with Disabilities Act 

(ADA). Each publication in the series addresses a specific medical condition and 

provides information about the condition, ADA information, accommodation ideas, and 

resources for additional information. 

The Accommodation and Compliance Series is a starting point in the accommodation 

process and may not address every situation. Accommodations should be made on a 

case by case basis, considering each employee’s individual limitations and 

accommodation needs. Employers are encouraged to contact JAN to discuss specific 

situations in more detail. 

For information on assistive technology and other accommodation ideas, visit JAN's 

Searchable Online Accommodation Resource (SOAR) at http://askjan.org/soar. 

Information about Parkinson's Disease 

How prevalent is Parkinson’s disease? 

In the United States, it is estimated that 60,000 new cases of Parkinson’s disease are 

diagnosed each year, joining the 1.5 million Americans who currently have Parkinson’s 

disease. While the condition usually develops after the age of 65, 15% of those 

diagnosed are under 50. Parkinson’s disease affects both men and women in almost 

equal numbers. It shows no social, ethnic, economic, or geographic boundaries 

(National Parkinson Foundation, n.d.). 

What is Parkinson's disease? 

Parkinson's disease is a chronic, progressive disorder of the central nervous system 

that belongs to a group of conditions called motor system disorders. Parkinson's is the 

direct result of the loss of cells in a section of the brain called the substantia nigra. 

Those cells produce dopamine, a chemical messenger responsible for transmitting 

signals within the brain. Loss of dopamine causes critical nerve cells in the brain, or 

neurons, to fire out of control, leaving patients unable to direct or control their movement 

in a normal manner (Michael J. Fox Foundation for Parkinson's Research, 2007). 

What are the symptoms of Parkinson's disease? 

Symptoms of Parkinson's disease, which often appear gradually yet with increasing 

severity, may include tremors or trembling, difficulty maintaining balance and gait, 

rigidity or stiffness of the limbs and trunk, and general slowness of movement (also 

called bradykinesia). Patients may also eventually have difficulty walking, talking, or 

completing other simple tasks. The course of Parkinson's disease varies substantially. 

Some patients have relatively few troublesome symptoms for many years, while others 

Practical Solutions • Workplace Success 

3 
have especially severe cases that leave them with little or no mobility in just a few years 

(Michael J. Fox Foundation for Parkinson's Research, 2007). 

 

What causes Parkinson's disease? 

Scientists have not yet found the exact cause of Parkinson's disease. Most believe that 

it is a combination of genetic and environmental factors, but no definitive data exist 

(Michael J. Fox Foundation for Parkinson's Research, 2007). 

How is Parkinson's disease treated? 

There are a number of effective medicines that help to ease the symptoms of 

Parkinson’s disease. Most symptoms are caused by lack of dopamine. The medicines 

most commonly used will attempt to either replace or mimic dopamine, which improves 

the tremor, rigidity, and slowness associated with Parkinson’s disease. Several new 

medicines are being studied that may slow the progression. Many promise to improve 

the lives of people with Parkinson’s disease (National Parkinson Foundation, n.d.). 

Parkinson’s Disease and the Americans with Disabilities Act

Is Parkinson’s disease a disability under the ADA? 

The ADA does not contain a list of medical conditions that constitute disabilities. 

Instead, the ADA has a general definition of disability that each person must meet 

(EEOC, 1992). Therefore, some people with Parkinson’s disease will have a disability 

under the ADA and some will not. 

A person has a disability if he/she has a physical or mental impairment that substantially 

limits one or more major life activities, a record of such an impairment, or is regarded as 

having such an impairment (EEOC, 1992). For more information about how to 

determine whether a person has a disability under the ADA, visit 

http://askjan.org/corner/vol02iss04.htm. 

Practical Solutions • Workplace Success 

4 
Accommodating Employees with Parkinson’s Disease 

(Note: People with Parkinson’s disease may develop some of the limitations discussed 

below, but seldom develop all of them. Also, the degree of limitation will vary among 

individuals. Be aware that not all people with Parkinson’s disease will need 

accommodations to perform their jobs and many others may only need a few 

accommodations. The following is only a sample of the possibilities available. 

Numerous other accommodation solutions may exist.) 

Questions to Consider: 

1. What limitations is the employee with Parkinson’s disease experiencing? 

2. How do these limitations affect the employee and the employee’s job performance? 

3. What specific job tasks are problematic as a result of these limitations? 

4. What accommodations are available to reduce or eliminate these problems? Are all 

possible resources being used to determine possible accommodations? 

5. Has the employee with Parkinson’s disease been consulted regarding possible 

accommodations? 

6. Once accommodations are in place, would it be useful to meet with the employee 

with Parkinson’s disease to evaluate the effectiveness of the accommodations and to 

determine whether additional accommodations are needed? 

7. Do supervisory personnel and employees need training regarding Parkinson’s 

disease? 

Accommodation Ideas:

Fine Motor: 

• Implement ergonomic workstation design 

• Provide arm supports 

• Provide alternative computer access and a keyguard 

• Provide alternative telephone access 

• Provide writing and grip aids 

• Provide a page turner and a book holder 

• Provide a note taker 

Gross Motor: 

• Reduce walking or provide a scooter or other mobility aid 

• Provide parking close to the work-site 

Practical Solutions • Workplace Success 

5 
• Provide an accessible entrance 

• Install automatic door openers 

• Provide an accessible route of travel to other work areas used by the employee 

• Move workstation close to other work areas, office equipment, and break rooms 

Fatigue/Weakness: 

• Reduce or eliminate physical exertion and workplace stress 

• Schedule periodic rest breaks away from the workstation 

• Allow a flexible work schedule and flexible use of leave time 

• Allow work from home 

• Make sure materials and equipment are within reach range 

Speech: 

• Provide speech amplification, speech enhancement, or other communication 

device 

• Use written communication, such as email or fax 

• Transfer to a position that does not require a lot of communication 

• Allow periodic rest breaks 

Medical Treatment Allowances: 

• Provide flexible schedules 

• Provide flexible leave 

• Allow a self-paced workload with flexible hours 

• Allow employee to work from home 

• Provide part-time work schedules 

Depression and Anxiety: 

• Reduce distractions in work environment 

• Provide to-do lists and written instructions 

• Remind employee of important deadlines and meetings 

• Allow time off for counseling 

• Provide clear expectations of responsibilities and consequences 

• Provide sensitivity training to co-workers 

• Allow breaks to use stress management techniques 

• Develop strategies to deal with work problems before they arise 

• Allow telephone calls during work hours to doctors and others for support 

• Provide information on counseling and employee assistance programs 

Practical Solutions • Workplace Success 

6 
Cognitive Impairment: 

• Provide written job instructions when possible with more structure 

• Prioritize job assignments 

• Allow flexible work hours 

• Allow periodic rest breaks to reorient 

• Provide memory aids, such as schedulers or organizers 

• Minimize distractions 

• Allow a self-paced workload 

• Reduce job stress 

Activities of Daily Living: 

• Allow use of a personal attendant at work 

• Allow use of a service animal at work 

• Make sure the facility is accessible 

• Move workstation closer to the restroom 

• Allow longer breaks 

• Refer to appropriate community services 

Situations and Solutions: 

A secretary with Parkinson’s disease and hand tremors was having difficulty using a 

keyboard, writing, manipulating manuals, and filing. She was accommodated with a 

keyguard, typing aid, page turner, and open files. 

A supervisor with Parkinson’s disease was having difficulty managing fatigue. The 

employer provided a private rest area with a cot so the individual could take breaks 

throughout the day. 

A file clerk with Parkinson’s disease was having difficulty meeting the physical demands 

of the job, including walking between work areas, standing at filing cabinets, and 

carrying files. The individual was accommodated with a power scooter with a basket 

and a stand/lean stool. 

A technician with Parkinson’s disease was having difficulty concentrating. The 

employee's supervisor provided written job instructions when possible and allowed the 

individual to have periodic rest breaks. In addition, she was moved to a corner cubical 

where distractions were minimized with strategically placed baffles. 

A customer service representative with Parkinson’s disease was having difficulty 

manipulating his mouse, writing, standing to greet people, and communicating 

effectively. He was accommodated with a trackball, writing aid, stool with lift cushion, 

and speech amplification. 

Practical Solutions • Workplace Success 

7 
A technical consultant was having difficulty using the computer in the afternoons due to 

fatigue. He was accommodated with speech recognition and an ergonomic workstation. 

An office assistant with tremors and fatigue caused by Parkinson’s disease was having 

difficulty typing the number of words per minute required by her employer. The 

individual rearranged her workstation to reduce distractions and her employer offered 

flexible scheduling. Her word processing software was programmed with macros to 

reduce keystrokes and she was given speech recognition software. 

A consultant with Parkinson’s disease was having difficulty getting to work on time. He 

was accommodated with flexible scheduling so he could use public transportation. 

A teacher with Parkinson’s disease was having difficulty standing in front of the 

classroom to write on the board. The individual was accommodated with a scooter and 

a laptop and PC projector. She was then able to remain seated while using the 

computer and projector to display information to the class. 

An engineer with Parkinson’s disease was having difficulty concentrating and 

communicating. The individual was accommodated with a quiet office free from 

distractions. In addition, her supervisor implemented a policy of scheduled interruptions 

with written reminders and assignments. The individual was also provided with a 

communication device. 

Products: 

There are numerous products that can be used to accommodate people with limitations. 

JAN's Searchable Online Accommodation Resource (SOAR) at http://askjan.org/soar is 

designed to let users explore various accommodation options. Many product vendor 

lists are accessible through this system; however, upon request JAN provides these 

lists and many more that are not available on the Web site. Contact JAN directly if you 

have specific accommodation situations, are looking for products, need vendor 

information, or are seeking a referral. 

Practical Solutions • Workplace Success 

8 
Resources 

Job Accommodation Network 

West Virginia University 

PO Box 6080 

Morgantown, WV 26506-6080 

Toll Free: (800)526-7234 

TTY: (877)781-9403 

Fax: (304)293-5407 

jan@askjan.org 

http://askjan.org 

The Job Accommodation Network (JAN) is a free consulting service that provides 

information about job accommodations, the Americans with Disabilities Act (ADA), and 

the employability of people with disabilities. 

Office of Disability Employment Policy 

200 Constitution Avenue, NW, Room S-1303 

Washington, DC 20210 

Toll Free: (866)633-7635 

TTY: (877)889-5627 

Fax: (202)693-7888 

http://www.dol.gov/odep/ 

The Office of Disability Employment Policy (ODEP) is an agency within the U.S. 

Department of Labor. ODEP provides national leadership to increase employment 

opportunities for adults and youth with disabilities while striving to eliminate barriers to 

employment. 

American Parkinson Disease Association, Inc. 

1250 Hylan Blvd. 

Suite 4B 

Staten Island, NY 10305-4399 

Toll Free: (800)223-2732 

Direct: (718)981-4399 

apda@apdaparkinson.org 

http://www.apdaparkinson.com 

The American Parkinson Disease Association provides information on local resources, 

publications, videos, and referrals. 

Practical Solutions • Workplace Success 

9 
Michael J. Fox Foundation for Parkinson's Research 

Church Street Station 

PO Box 780 

New York, NY 10008-0780 

Toll Free: (800)708-7644 

http://www.michaeljfox.org 

The Michael J. Fox Foundation for Parkinson's Research was born out of Michael's 

determination to raise the significant new monies required to fund the Parkinson's cure 

and the Parkinson's Action Network's (PAN) track record of accomplishment in raising 

national awareness of Parkinson's disease. 

National Parkinson Foundation 

1501 NW 9th Avenue 

Bob Hope Road 

Miami, FL 33136-1494 

Toll Free: (800)327-4545 

Direct: (305)243-6666 

Fax: (305)243-5595 

contact@parkinson.org 

http://www.parkinson.org 

The purpose of this Foundation is to find the cause and cure for Parkinson's Disease 

and allied neurological disorders through research, to provide diagnostic training and 

therapeutic services and to educate the general medical practitioners on how to detect 

the early warning signs of Parkinson's Disease. National Parkinson's Foundation 

Parkinson's Foundation of Canada 

4211 Yonge Street, Suite 316 

Toronto, ON M2P2A-9 

Toll Free: (800)565-3000 

Direct: (416)227-9700 

Fax: (416)227-9600 

general.info@parkinson.ca 

http://www.parkinson.ca 

The Parkinson Foundation of Canada is a non-profit, national charitable organization. 

The Foundation raises money through endowment funds, corporate sponsorships, and 

public donations. Finding the cause and cure for Parkinson's disease remains its chief 

mission. 

Practical Solutions • Workplace Success 

10 
Parkinson's Institute, The 

675 Almanor Avenue 

Sunnyvale, CA 94085-2935 

Toll Free: (800)655-2273 

Direct: (408)734-2800 

info@thepi.org 

http://www.parkinsonsinstitute.org 

The Institute is an independent, non-profit organization conducting patient care and 

research activities in the neurological specialty area of movement disorders. The 

mission is to find the cause and cure for these disorders, to provide the best available 

medical care to patients with movement disorders, to investigate better treatment and 

diagnostic tools, and to develop prevention strategies. 

Practical Solutions • Workplace Success 

11 
References 

Equal Employment Opportunity Commission. (1992). A technical assistance manual on 

the employment provisions (title I) of the Americans with Disabilities Act. 

Retrieved September 5, 2008, from http://askjan.org/links/ADAtam1.html 

Michael J. Fox Foundation for Parkinson's Research. (2007). About Parkinson’s. 

Retrieved September 5, 2008, from 

http://www.michaeljfox.org/living_aboutParkinsons.cfm 

National Parkinson Foundation. (n.d.). About Parkinson's disease. Retrieved September 

5, 2008, from 

http://www.parkinson.org/NETCOMMUNITY/Page.aspx?pid=225&srcid=201 

Practical Solutions • Workplace Success 

12 
Practical Solutions • Workplace Success 

13 

This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.