Most people with diabetes are a part of the U.S. workforce, and a diabetes diagnosis or the use of insulin should not be used to determine an individual’s fitness for or ability to perform a job. Diabetes usually does not limit a person’s ability to do their job. If an employer raises safety concerns related to a work setting or about a worker’s ability to perform essential job functions, the worker should be individually assessed to determine whether they can fulfill essential job duties and what accommodations, if any, are reasonable. This statement provides an overview of common employer concerns, legal considerations for workers with diabetes in the U.S., and the legally required interactive process between employers and workers. This statement also provides practical considerations for workers and health care teams regarding reasonable accommodations related to diabetes.
Durrani et al. (Tue,) studied this question.