Welcome Steven, I hope you can find some information to help with your condition here.

The ADA is a law, so it is subject to interpretations by lawyers, courts, etc. - so it's pretty hard to say definitively what is covered. But I think it is pretty well established that PN would be considered a disability.

The more difficult question is what the employer is required to do in the way of "reasonable accommodations". I would certainly think that they should be willing to offer you the same level of accomodation that they offer to older employees who may have trouble with long term repetitive jobs. But there's no guarantee.

You can do some Google searches to find out more info. When I did so, I came across one court case where an employee with PN was terminated because he was taking Gabapentin - which can cause drowsiness and carries a warning about driving while taking the medication. Since his job required him to drive, and the employer's auto insurance company refused to cover him - the courts said they were justified in terminating him.

Kinda scary, because that could apply to me, and probably a lot of others on this forum. Seems like just about any medicine you take has some warning about drowsiness on it - yet for many people they are perfectly safe..........

Bottom line is that the ADA sounds good but has a lot of holes in it. Once you disclose a condition to your employer, they may be very willing to help you - or they may use the information to try to get rid of you. It's a tough call to make.