Asked for a doctor’s note, but handed a long functional abilities form instead? In this video, employment lawyer Lluc Cerdà explains what this form actually is, why a simple doctor’s note often isn’t enough, and what your employer is — and isn’t — entitled to know about your medical condition.
- A functional abilities form tells your employer your restrictions, not your diagnosis. Your employer is entitled to know what you can and can’t do at work — for example, lifting limits or the need for more breaks — but not the underlying medical condition causing it.
- A doctor’s note alone often isn’t enough. Notes are frequently written to protect your privacy by giving minimal detail, but your employer needs specific, functional information to actually build a workable accommodation.
- You have a role to play in the process. Once your doctor completes the functional abilities form, giving it to your employer and working with them on next steps is how you move the accommodation forward.
What Should You Do Next?
If your employer has given you a functional abilities form after you provided a doctor’s note, don’t ignore it. Take the form to your doctor and have them complete it based on your actual restrictions — what you can and can’t safely do at work — rather than your diagnosis, which your employer isn’t entitled to know. Keep a copy of everything you submit and any correspondence about the request. If your employer pushes for more medical detail than the form calls for, or the process stalls, that’s worth getting advice on. As the video explains, this process should focus on function, not diagnosis. Watch it above for the full explanation, and book a consultation if your accommodation isn’t going smoothly.
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