What is necessary for a condition to be deemed a disability under employment law?

For a condition to be classified as a disability under employment law, it is essential that the condition is documented by a healthcare professional. This documentation serves multiple purposes: it provides a clear, objective assessment of the individual's condition, confirms the diagnosis, and establishes a connection between the medical condition and its impact on the individual's ability to perform work-related tasks.

Having documentation from a healthcare professional also aids in determining whether the individual meets the legal definition of a disability, which typically involves the condition substantially limiting a major life activity. This is crucial, as the legal standards for disabilities are often guided by frameworks such as the Americans with Disabilities Act (ADA), which emphasizes the need for clinical evidence to sustain claims of disability in the workplace.

While visibility, personal reporting, and duration of the condition may have roles in specific scenarios or employer policies, they are not fundamental requirements for classifying a condition as a disability under employment law. Documentation by a healthcare professional is the key factor that provides necessary legitimacy to the claim of disability.