Return to Office (RTO) with MS: Strategies, Concerns, and Accommodations

Return-to-office (RTO) policy can profoundly impact employees with disabilities, shaping their ability to work safely and productively. Those companies that are serious about building inclusive workplaces, should first understand the unique challenges employees with disabilities face.

Physical Barriers and the Commute

For employees with disabilities, commuting is more than an inconvenience. It can be that exhausting daily struggle risking both health and dignity. Many public transportation systems are inaccessible: sidewalks, train stations, and buses often fail to accommodate even basic mobility challenges.

Extreme weather only adds to the challenge. A scorching summer day or a freezing winter morning isn’t just uncomfortable—they can drain energy reserves that employees with MS simply don’t have. Return-to-office (RTO) policy should account for these realities and consider hybrid work as a viable solution.

Once MS professionals arrive at the office, often times even more obstacles await. Many workplaces lack essential accessibility features, including:
    •    Ergonomic furniture to support mobility and pain management.
    •    Accessible restrooms and temperature-controlled spaces for comfort and safety.
    •    Quiet areas that help MS employees with sensory or cognitive challenges focus.

When companies are developing their Return-to-Office (RTO) policy and ignore these challenges, they risk excluding many talented professionals with disabilities from the workforce.

The Health Risks of Shared Workspaces

For employees with MS or immunosuppressive conditions, shared workspaces can feel like minefields. Germs spreading easily, affecting employees with MS especially those taking their Disease Modifying Therapies (DMTs) many of which are specifically designed to weaken their immune systems. A neurologist once told me, “For many of my patients, the office is their most dangerous place“. When employers fail to implement inclusive RTO policies, they should do so with the understanding that they may be jeopardizing employee health and well-being.

Whether you’re navigating a hybrid or in-person return this workplace accommodations guide offers practical ways to support your return to the office.

How Employers Can Lead in Accessibility

Companies committed to real inclusion must go beyond legal compliance. They need to create policies and cultures that support employees with disabilities while ensuring RTO accommodations are built into their return-to-office strategies.

1. Offer Hybrid or Fully Remote Options

For many employees with MS, remote work isn’t a perk—it’s often a necessity. Companies that refuse to offer hybrid work policies alienate valuable talent. A flexible RTO approach ensures employees with MS and other disabilities can remain productive without compromising their health.

2. Provide Flexible Schedules

Rigid 9-to-5 schedules don’t work for everyone. Fatigue, pain, and mobility challenges don’t follow a fixed timeline. Instead of forcing employees into arbitrary time blocks, companies should empower employees to work during their most productive hours. A well-structured RTO plan should incorporate alternative work schedules, allowing employees to balance their energy levels while maintaining efficiency. If the work gets done, why should the clock matter?

3. Make Office Spaces More Accessible

Meeting ADA compliance should be the starting point, not the goal. True accessible workplaces must go beyond basic legal requirements. Employers should:
    •    Provide ergonomic furniture and assistive technology.
    •    Design quiet, distraction-free zones for focus and sensory regulation.
    •    Ensure restrooms, entrances, and shared spaces are fully accessible—not just technically compliant.
    •    Regulate temperature and lighting for employees with sensitivities.

4. Foster Open Communication and Trust

Employees need to feel safe discussing their needs. Too often, employees hide their disabilities out of fear of being seen as “difficult.” Employers should:
    •    Encourage conversations about accommodations.
    •    Create clear, structured processes for requesting adjustments.
    •    Ensure managers are trained to handle these requests with care.
    •    Incorporate RTO accommodation policies into official HR procedures.

When employees feel supported and heard, they are more likely to thrive in the workplace.

5. Invest in Disability Awareness Training

A major problem in workplace inclusion isn’t always policy—it’s often an extreme lack of awareness. Employers should invest in disability inclusion training for all staff (including Senior Staff). This should cover:
    •    Unconscious bias and disability misconceptions.
    •    Best practices for supporting employees with disabilities.
    •    How to create a culture of respect and inclusion.

A one-time training isn’t enough. Ongoing education ensures accessibility stays a priority and is embedded in RTO policies and long-term corporate strategies.

6. Create Clear RTO Accommodation Policies

Many employees struggle to navigate unclear accommodation processes or fear retaliation for asking for support. Companies must have clear, transparent RTO accommodation policies that:
    •    Outline how employees can request accommodations in plain language.
    •    Train HR and managers to process requests quickly and fairly.
    •    Ensure employees know their rights and available resources.
    •    Regularly update policies to reflect evolving needs.

A truly inclusive RTO approach means anticipating challenges instead of forcing employees to fight for basic support. Companies would be well served in striking the proper balance between business needs and the ADA (please see the following). Return-to-in-person Work — National Law Review

Final thoughts: Return to Office (RTO)

Return-to-office (RTO) policy mandates must be thoughtfully designed, not blindly crafted and enforced. Employees with disabilities want to work, but they need workplaces that work for them. Companies that fail to adapt will lose top talent. Those that lead with flexibility and empathy will build stronger, more diverse teams. The choice is clear. It’s time for employers to step up and implement inclusive RTO policies that support all employees—not just a select few.

Have a RTO experience? Whether its been a smooth transition or a daily grind, your story matters. Please share your perspective in the comments section below or reach out directly.

Be balanced, stay strong.