Rheumatoid Arthritis (RA) is a chronic, systemic autoimmune disease characterized by inflammation that symmetrically affects the joints. RA involves the immune system mistakenly attacking the body’s own tissues, leading to joint pain, swelling, and potential erosion over time. The classification of RA as a “disability” is not automatic and depends on the specific legal context being considered. The determination rests on the severity of the individual’s functional limitations rather than simply the diagnosis itself.
How the Law Defines Disability
The primary legal standard for defining a disability in the employment sector is established by the Americans with Disabilities Act (ADA). Under the ADA, an individual is considered to have a disability if they have a physical or mental impairment that substantially limits one or more major life activities. This impairment must be documented, typically through a medical diagnosis.
For RA, major life activities that can be limited include walking, standing, lifting, bending, performing manual tasks, and the operation of major bodily functions. The law recognizes that an impairment can qualify as a disability even if it is episodic, such as the flares common with RA, or if it is in remission. Merely having an RA diagnosis is insufficient; the focus is on the demonstrable severity of the functional limitation imposed by the disease.
Rheumatoid Arthritis and Social Security Benefits
The criteria for receiving financial assistance through federal programs like Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI) are more stringent. The Social Security Administration (SSA) uses a five-step sequential evaluation process to determine eligibility for benefits. A claimant must demonstrate that their condition has lasted, or is expected to last, for at least 12 months and prevents them from engaging in substantial gainful activity.
One path to approval is by meeting the specific requirements outlined in the SSA’s Listing of Impairments, often called the “Blue Book.” RA is evaluated under Listing 14.09 for Inflammatory Arthritis, which requires evidence of persistent inflammation or deformity in major joints, or involvement of other organ systems. This listing may also be met through repeated manifestations of the condition accompanied by severe constitutional symptoms, such as fatigue, fever, or involuntary weight loss, alongside marked limitations in daily activities.
If an individual’s RA does not meet the strict criteria of Listing 14.09, the SSA assesses the individual’s Residual Functional Capacity (RFC). The RFC evaluates the maximum amount of work-related activity a person can perform despite their physical or mental limitations. This assessment considers how RA symptoms, such as chronic pain, stiffness, and fatigue, affect the ability to sit, stand, lift, carry, and use the hands. If the RFC assessment determines the individual cannot perform their past work or adjust to other work in the national economy, benefits may be awarded.
Workplace Rights and Reasonable Accommodations
Under the Americans with Disabilities Act, individuals with RA who meet the definition of disability are protected from employment discrimination. This protection requires employers with 15 or more employees to provide reasonable accommodations that enable the individual to perform the essential functions of their job. Accommodations must be provided unless they impose an “undue hardship” on the business, meaning significant difficulty or expense.
The process of determining and implementing accommodations is interactive, requiring communication between the employee and the employer. Specific accommodations for RA often center on reducing strain on affected joints and managing fatigue. Examples include providing ergonomic equipment, modifying the work schedule to manage stiffness, or permitting periodic rest breaks. Employers may also adjust the physical workspace by providing a closer parking spot or relocating the workstation near accessible facilities.