I think a big part of it depends on what your job is too and whether or not you can do the "primary" functions of your job. At least...legally that's what matters. My employer told me when I was released back to work two years ago that because I needed the walker I could not return to work, that I would be a hardship on the business and other employees, and that when my work comp case was settled that it would result in my separation from employment.

Yeah...I didn't take that...it was a bunch of BS and I filed a charge of disability discrimination against the company with the EEOC. Guess what? They had no choice but to let me return to work AND had to pay me for the entire time (ended up being 4 months) that they wouldn't let me work after I had been released to work. Those people in HR are tricky...they will try to trick you into saying that you can't do a certain parts of your job and will twist the words of the law to make you think they are right.

In my case...my job as a manager really was the key here though as my primary job functions are to supervise, delegate, and ensure other people are doing their jobs. A walker doesn't impact my ability to do that. If my primary job function was to unload trucks...then I might have had a problem. Over time I have actually learned to use my walker to complete all the physical tasks at work as well...I use it to carry things...setting them on the seat or in the basket. So there's only a handful of physical tasks that I can't do myself...and at my size I never should have been doing them anyway.

It's also important to know that a company has to provide any reasonable accommodation to you to make is possible for you to perform your job. For example...if you cannot type...you can request one of those programs where you dictate into a microphone and the words are transferred to the computer (blanking on what those are called now). They're probably not cheap...but something being expensive doesn't mean a company doesn't have to provide it. In fact...depending on the size of the company...they may even be required to install elevators, ramps, alter the building you work in, etc if you require that accommodation to be able to perform your job. It depends on whether it would really be a hardship on the company based on its resources to make those alterations. They may also be required to alter your job duties, provided you are still able to perform the PRIMARY job functions of your job.

I learned a LOT about this when I had to because my employer tried to get rid of me. It was very eye opening and there is so much information out there about the ADA and what the laws are. But look at me now...I'm in a GREAT store with a wonderful boss and great peers...I recently got a promotion...and I am doing very well. For my type of job...there are lots of work arounds and things I can do to overcome my CRPS symptoms that make it harder for me than it was pre-CRPS. For someone whose job it is to sit in front of a computer...I don't know what all the different accommodations would be. Taking extra breaks, working from home with a work supplied computer, one of those dictation programs...I'm sure there are other things.

Not that I'm saying there's anything wrong with NOT working...if you CAN'T do the primary functions of your job even with accommodations then you can and should be on disability. That's what it is there for. I have pretty much zero doubt that I will reach a point where I can't work anymore. What I put myself through day in and day out to continue working...I can't keep this up forever. But right now...the benefit to my mental health and just general joy FAR outweighs the toll working is taking on me physically. When that balance shifts...then I will have to re-evaluate my ability to continue working full time.