Workplace Rights for People With AMD

Written by Hope Cristol
Medically Reviewed by Whitney Seltman, OD on March 13, 2023
4 min read

Age-related macular degeneration, also called AMD, does not have to mean the end of your career.  You may even be able to keep the job you have. 

You can get a different job, too – even if you need special accommodations from the outset. Legal protections make sure of this for people with disabilities, including AMD. 

Learn more about your rights, how to ensure you are receiving fair treatment under the law, and what to do about workplace discrimination.

The Americans with Disabilities Act (ADA) protects your right to work. However, you must be able to carry out the expectations of the job – with or without certain accommodations. 

In other words, you can’t expect to be considered for a job as an air traffic controller. But you can expect the ADA to ensure you have fair treatment throughout the employment process, including: 

  • Applications
  • Assignments
  • Benefits
  • Compensation
  • Disciplinary actions
  • Evaluation
  • Hiring
  • Layoffs
  • Leave from work
  • Promotion
  • Recall
  • Termination
  • Testing
  • Training

If your vision impairment influences an employer’s decisions in any of these areas, it is considered illegal discrimination under the ADA.

If you are a job seeker, you may wonder whether to tell potential employers about your vision impairment. In most cases, this is a personal choice. 

If you do choose to share information about your AMD, it cannot be held against you in hiring decisions. As long as you have the necessary skills and experience to do a job, you are legally entitled to consideration for the role. 

That doesn’t mean you’ll be hired, of course. ADA protections only ensure you do not get denied an opportunity because of your vision impairment, or because you may need accommodations to do the job. 

You don’t have to talk about your disability with your current employer. But remember that your employer can’t fire you or take back an employment offer because of your disability. They also can’t reassign you to a less strenuous job they think will be better for you because of your vision.

If you need adjustments to help you do your job, however, you’ll need to share some information about your changing vision.

The adjustments you may need at work are known as reasonable accommodations. The ADA requires your employer to make reasonable accommodations as a result of your vision impairment from AMD. 

A reasonable accommodation can be any adjustment that helps you do your job without unnecessary barriers. A few broad categories of reasonable accommodations: 

  • Changes in some job functions 
  • Managing equipment or devices
  • Equipment or devices you decide to provide

To make your job more manageable with vision loss, you may want to ask your employer for accommodations such as:

  • A closed-circuit TV that magnifies what you need to read
  • A color identifier
  • Computer adjustments like a glare screen, larger monitor, large-print keyboard, and screen reader
  • Large-print document formatting
  • Magnification devices that help you read
  • Prescription safety goggles
  • Special lighting, like a lamp, headlamp, or light probe

Does this mean you can get top-of the line equipment? Not according to the ADA. In fact, the ADA says that employers do not have to make a very expensive accommodation if it causes the company “undue hardship.”  Otherwise, the employer has to pay for it and put it into place for you.

You qualify for ADA protection if you:

  • Have a physical or mental impairment that substantially limits your life activities
  • Have a record of your impairment
  • Are viewed as having an impairment

If you have impaired vision from AMD, the ADA may protect you from discrimination. But in order to qualify for ADA protections, you have to be qualified for your job. That means you can do your job as well as someone else in that role, even though you may need vision support. 

If your life is an open book, you might not mind telling your employer about your AMD. But speaking openly about a disability can be uncomfortable. 

This is one area where it pays to be brave. Open communication will help your employer understand your needs. It might even foster the empathy needed to get your accommodations sooner than later. 

Set up a time to talk to your employer about what you need. You can tell them you have AMD, share basic information to help them understand what it means, and request accommodations.

Try to be clear about which aspects of your job are challenging because of your vision. You can make things smoother by suggesting specific things that will help you. It may be helpful to prepare what you want to say in advance.

You can also choose to have a friend, family member, doctor, or other representative make the request.

Discrimination can be tough to prove. You can’t just have a hunch about, say, not getting a job because of your vision impairment. You have to see or hear this behavior in action. 

However, if you strongly suspect your employer made a decision on any aspect of your job or the hiring process, you may want to re-review your rights. 

The Equal Employment Opportunity Commission (EEOC) is in charge of enforcing the ADA. If you have a complaint, they’ll investigate the charge and look for resolution. They may start a lawsuit or send you a “right to sue” letter.

To start a complaint, you can contact the EEOC here:

800-669-EEOC (voice) or 800-800-3302 (TDD)
EEOC Office of Communications and Legislative Affairs
1801 L Street N.W.,
Washington, D.C. 20507

You can also talk to a lawyer about your situation. Look for a lawyer who specializes in disability law. Be sure to ask about the rates for consultation up front.