How to Discuss AVM with Work.

by

The current date is Friday, July 25, 2025. This response will be crafted as if written on this date.

Navigating the Professional Sphere: A Definitive Guide to Discussing AVM in the Workplace

An Arteriovenous Malformation (AVM) is a complex and often life-altering medical condition. For individuals living with an AVM, the challenges extend far beyond the clinical. One of the most significant, yet frequently overlooked, hurdles is how to navigate their professional life while managing their health. The decision of when, what, and how to disclose an AVM to employers and colleagues is deeply personal, often fraught with anxiety, and requires careful strategic planning. This in-depth guide aims to demystify this process, providing actionable steps and concrete examples to empower individuals to approach this sensitive topic with confidence, protect their rights, and ensure their career trajectory remains on track.

The Elephant in the Room: Why Discussing AVM at Work Matters

The instinct to keep a personal health matter private is understandable. However, for a condition like AVM, which can manifest in a myriad of ways – from subtle cognitive changes and fatigue to seizures and debilitating headaches – complete secrecy can be counterproductive and even detrimental. Ignoring the issue can lead to misunderstandings, performance concerns, and a lack of necessary support.

Discussing your AVM, when done thoughtfully and strategically, can unlock a range of benefits. It fosters understanding, facilitates reasonable accommodations, protects against potential discrimination, and ultimately allows you to maintain your productivity and career progression. It’s about taking control of your narrative, rather than letting assumptions or misinterpretations dictate your professional standing.

Imagine a scenario where you experience unexpected fatigue or a sudden, severe headache that impacts your ability to meet a deadline. Without prior communication, your manager might perceive this as a lack of commitment or poor time management. However, if you’ve proactively discussed your AVM and its potential symptoms, your manager is far more likely to approach the situation with empathy and seek solutions, such as a flexible work arrangement or a brief rest period. This is the power of proactive disclosure.

Preparing for the Conversation: Strategic Foundations

Before uttering a single word about your AVM at work, meticulous preparation is paramount. This isn’t a casual chat; it’s a strategic discussion that requires foresight and a clear understanding of your goals.

1. Know Your AVM: Symptoms, Impact, and Prognosis

You are the expert on your own body and your AVM. Before any workplace discussion, ensure you have a firm grasp of:

  • Your specific AVM: Where is it located? What type is it?

  • Your symptoms: What are your current and potential symptoms? Be specific. For example, instead of “I get headaches,” say, “I experience chronic migraines, often triggered by prolonged screen time, which can lead to light sensitivity and difficulty concentrating for several hours.”

  • Treatment plan: Are you undergoing treatment? What is the recovery period like? What are the potential side effects?

  • Prognosis: Is your AVM stable? Are there ongoing risks? How might it impact your long-term health and capabilities?

  • Functional limitations: How does your AVM, or its treatment, currently impact your ability to perform your job duties? This is crucial for discussing accommodations. Can you still perform the essential functions of your job?

Example: Sarah, a graphic designer, has an AVM in her occipital lobe that causes occasional visual disturbances and fatigue. Before discussing it with her manager, she meticulously documented when these symptoms occurred, how long they lasted, and how they affected her ability to use design software or focus on detailed tasks. She also noted that bright, flickering lights could exacerbate her symptoms.

2. Understand Your Rights: The Americans with Disabilities Act (ADA) and Beyond

In many countries, including the United States, legislation like the Americans with Disabilities Act (ADA) protects individuals with disabilities from discrimination and mandates reasonable accommodations. While an AVM may or may not be classified as a “disability” under all interpretations, it’s vital to understand the general principles of workplace protections for health conditions.

  • “Reasonable Accommodation”: This refers to modifications or adjustments to a job or work environment that enable a qualified individual with a disability to perform the essential functions of that position. This could be anything from a modified work schedule to assistive technology.

  • Confidentiality: Generally, your employer has a responsibility to keep your medical information confidential.

  • Non-discrimination: It is illegal for an employer to discriminate against you based on a disability or perceived disability.

Familiarize yourself with your company’s HR policies regarding medical leave, accommodations, and disability. This knowledge empowers you to advocate for yourself effectively.

Example: Before her conversation, Mark, an accountant with an AVM that causes occasional partial seizures, researched his company’s HR policy on medical leave and reasonable accommodations. He discovered a section detailing flexible work arrangements and quiet spaces, which he knew could be beneficial during his recovery period.

3. Define Your “Why” and “What”: Setting Clear Objectives

Before you disclose, ask yourself:

  • Why am I discussing this now? Is it because you need accommodations? Are you anticipating a potential issue? Do you simply want your employer to be aware?

  • What do I hope to achieve from this conversation? Do you need a modified schedule, a quieter workspace, or just understanding?

  • Who needs to know? Is it just your direct manager, or do you need to inform HR?

  • What information am I comfortable sharing? You are not obligated to disclose every single detail of your medical history. Focus on what is relevant to your work and your ability to perform your job.

Example: David, a software engineer, decided to discuss his AVM because he was about to undergo a scheduled embolization procedure that would require several weeks of recovery. His “why” was to request medical leave and explore options for remote work during his recovery. His “what” was to secure approval for leave and discuss a phased return to work with a flexible remote schedule initially.

4. Practice Your Script: Rehearsing for Confidence

Talking about a personal health matter can be emotionally charged. Practicing what you’ll say can help you stay calm, articulate, and focused.

  • Outline key points: What are the most important things you need to convey?

  • Anticipate questions: What questions might your manager or HR ask? How will you respond calmly and professionally?

  • Practice with a trusted friend or family member: Get feedback on your tone and clarity.

Example: Lisa, a marketing manager, practiced her conversation with her sister. She rehearsed explaining her AVM’s symptoms (intermittent aphasia, where she struggles to find words) and how it sometimes affected her ability to lead client meetings. She practiced asking for the accommodation of having a co-worker take notes during meetings on “bad days.”

The Disclosure: Who, When, and How

With your preparation complete, it’s time to consider the practicalities of the discussion.

1. Who to Tell: Manager vs. HR vs. Both

  • Direct Manager: In most cases, your direct manager is the first and most crucial person to inform. They are directly responsible for your daily work and can best facilitate immediate accommodations.

  • Human Resources (HR): HR departments are typically responsible for formal accommodations, medical leave, and ensuring compliance with employment laws. They can provide a more structured and official process for your request.

  • Both: Often, the most effective approach is to inform your manager and then follow up with HR, or even have a joint meeting. This ensures both operational and policy considerations are addressed.

  • Colleagues: Discussing your AVM with colleagues is a separate decision, and often best handled on a need-to-know basis, if at all. Avoid widespread announcements unless absolutely necessary or if you feel comfortable sharing.

Example: When John, a construction project manager, needed to disclose his AVM due to recurring seizures, he first scheduled a private meeting with his direct supervisor to explain the situation and potential impacts on his ability to visit job sites. His supervisor then suggested a joint meeting with HR to formally discuss safety protocols and potential duty modifications.

2. When to Tell: Timing is Everything

There’s no single “right” time, but consider these factors:

  • Proactively, if possible: If you anticipate an upcoming surgery, a period of recovery, or the onset of new symptoms that might affect your work, it’s best to communicate proactively.

  • Before an issue arises: Don’t wait until your performance is noticeably impacted or an emergency occurs. This can lead to misunderstandings and put you on the defensive.

  • After careful consideration: Don’t rush into it. Ensure you’ve processed your feelings and prepared adequately.

  • During a private meeting: Always schedule a dedicated, private meeting. Avoid casual hallway conversations.

Example: Emily, a financial analyst, decided to discuss her AVM with her manager after a particularly challenging week where increased screen time exacerbated her headaches and eye strain. She didn’t wait until she missed a deadline; instead, she proactively scheduled a meeting to discuss potential adjustments before her performance significantly declined.

3. How to Tell: Calm, Professional, and Solution-Oriented

  • Be direct and concise: State clearly that you have a medical condition you need to discuss. You don’t need to go into excessive medical detail.

  • Focus on impact, not just diagnosis: Explain how your AVM might affect your work, rather than just stating the diagnosis.

  • Be solution-oriented: Frame your discussion around potential solutions or accommodations, rather than just presenting a problem. Come prepared with suggestions.

  • Maintain professionalism: While it’s a personal matter, keep the tone professional and focused on your work. Avoid emotional outbursts.

  • Document everything: After the conversation, follow up with an email summarizing what was discussed, any agreed-upon accommodations, and next steps. This provides a clear record.

Example: Sarah, the graphic designer, initiated her conversation by saying, “I’d like to discuss a medical condition I have, an AVM, and how it occasionally impacts my work. Specifically, I sometimes experience visual disturbances and fatigue that can make detailed design work challenging. I’m hoping we can explore options like taking short breaks when needed, or adjusting my monitor settings.” She then followed up with an email summarizing this.

Navigating the Conversation: What to Say and Do

The actual conversation is where preparation meets reality. Here’s how to ensure it’s productive.

1. The Opening: Setting the Stage

  • “Thank you for meeting with me. I wanted to discuss a personal health matter that occasionally impacts my work.”

  • “As you know, managing a demanding role requires full capacity. I have a medical condition, an Arteriovenous Malformation (AVM), which I need to bring to your attention.”

2. Providing Context, Not a Medical Lecture

  • “My AVM is located [briefly mention location, if relevant, e.g., ‘in my brain’] and can sometimes lead to [list 1-2 key, work-relevant symptoms, e.g., ‘intermittent headaches and periods of fatigue’].

  • “These symptoms primarily affect my ability to [explain specific job functions, e.g., ‘concentrate for extended periods’ or ‘perform tasks requiring fine motor skills during certain times’].”

Avoid: “My AVM is a tangle of abnormal blood vessels that causes my brain to reroute blood flow, leading to issues with cranial nerve function and synaptic transmission.” (Too much medical jargon.)

3. Proposing Solutions: Your Accommodation Requests

This is where your preparation truly shines. Be specific about what you need.

  • Flexible Work Hours: “Would it be possible to adjust my start time on days when I experience particularly severe headaches, perhaps starting an hour later and making up the time at the end of the day?”

  • Remote Work Options: “On days when my fatigue is significant, would working from home be an option, allowing me to manage my energy more effectively?”

  • Workstation Adjustments: “I’ve found that brighter lights can exacerbate my visual symptoms. Would it be possible to dim the lighting in my immediate workspace, or explore an anti-glare screen?”

  • Breaks: “Could I be granted flexibility for short, scheduled breaks throughout the day to rest my eyes or manage fatigue?”

  • Reduced Travel/Physical Demands: “Due to my AVM, prolonged travel or heavy lifting could be problematic. Are there alternative ways to manage tasks that typically involve these demands?”

  • Modified Responsibilities (Temporary): “During my recovery period from surgery, would it be possible to temporarily delegate tasks that require [e.g., ‘high-level cognitive processing’] and focus on others?”

  • Assistive Technology: “Would the company be open to providing [e.g., ‘speech-to-text software’] on days when my speaking ability is affected?”

Example: Mark, the accountant with partial seizures, said, “My AVM can cause partial seizures that lead to disorientation for a short period. During these times, it’s difficult for me to focus on numbers. Would it be possible to have a quiet space available for me to retreat to during these episodes, and potentially work a slightly flexible schedule on days when I anticipate higher risk?”

4. Reassuring Your Employer: Commitment and Capability

Emphasize your dedication to your role and your ability to perform.

  • “I want to assure you that I am fully committed to my role and believe I can continue to perform all essential job functions with these minor adjustments.”

  • “My AVM is managed, and these accommodations will simply allow me to maintain my productivity and focus.”

  • “I’m eager to find solutions that work for both of us and ensure my continued contribution to the team.”

5. Active Listening and Openness to Discussion

Your employer may have questions or concerns. Listen carefully and be prepared to discuss them openly and calmly. They might propose alternative solutions, and it’s important to be flexible where possible.

6. Next Steps and Documentation

  • “What are the next steps to formalize these accommodations?”

  • “Should we involve HR in this discussion?”

  • “I’ll follow up with an email summarizing what we’ve discussed and the proposed accommodations for your records.”

Post-Conversation: Sustaining the Support

The initial conversation is just the beginning. Ongoing management of your AVM in the workplace requires continued communication and self-advocacy.

1. Follow-Up and Documentation

  • Send a summary email: This is crucial. Detail the date of the meeting, who was present, what was discussed (your AVM, symptoms, requested accommodations), and any agreed-upon actions or next steps. This creates a formal record.

  • Keep your own records: Maintain a personal file of all communications, medical documentation, and accommodation agreements.

Example: After her meeting, Emily sent an email to her manager: “Dear [Manager’s Name], Thank you for taking the time to discuss my AVM today. As we discussed, my AVM can sometimes cause headaches and eye strain, particularly with prolonged screen time. We agreed to explore a trial period of a flexible schedule allowing me to start an hour later on certain days, making up the time at the end of the day. We also discussed adjusting my monitor settings and incorporating more frequent short breaks. I will follow up with HR to formalize this. Please let me know if you have any further questions. Best, Emily.”

2. Ongoing Communication: Transparency and Updates

  • Provide updates when necessary: If your symptoms change, your treatment plan evolves, or you need different accommodations, communicate this proactively.

  • Be transparent about challenges (within reason): If a symptom flares up and impacts your work, a brief, professional explanation is better than silence. “I’m experiencing a bit of a flare-up with my AVM today, so I may be a little slower with my responses. I’m still on track to complete [task].”

  • Express gratitude: Thank your manager and HR for their understanding and support.

3. Re-evaluating Accommodations

What works now might not work in the future. Be prepared to revisit your accommodations as your health status or job responsibilities change. Schedule periodic check-ins to ensure the arrangements are still effective for both you and the company.

4. Knowing When to Escalate

If your employer is unresponsive, denies reasonable accommodations without legitimate justification, or you experience discrimination, it’s time to consider escalating the issue. This could involve:

  • Contacting HR again: Reiterate your request in writing.

  • Seeking legal counsel: Consult with an attorney specializing in employment law and disability rights.

  • Filing a complaint: In the US, this would typically be with the Equal Employment Opportunity Commission (EEOC).

This is a last resort, but it’s important to know your options and rights.

Common Pitfalls to Avoid

Even with the best preparation, missteps can occur. Be mindful of these common errors:

  • Over-sharing: You are not obligated to disclose every intimate detail of your medical history. Focus on what is directly relevant to your work.

  • Under-sharing: Conversely, being too vague can be unhelpful. Your employer needs enough information to understand the impact and provide appropriate accommodations.

  • Waiting too long: Don’t let issues fester until they become performance problems.

  • Emotional outbursts: Keep the conversation professional and calm, even if you feel frustrated or anxious.

  • Demanding, not requesting: Frame your needs as requests for accommodations, not non-negotiable demands.

  • Failing to document: Verbal agreements are harder to enforce. Always follow up in writing.

  • Assuming understanding: Don’t assume your employer knows what an AVM is or how it affects you. Be prepared to educate them concisely.

  • Focusing solely on limitations: Emphasize your capabilities and commitment, rather than just what you can’t do.

The Power of Self-Advocacy: A Journey, Not a Destination

Discussing an AVM in the workplace is not a one-time event; it’s an ongoing process of self-advocacy and strategic communication. It empowers you to maintain control over your professional narrative, protect your rights, and ensure your career thrives alongside your health journey. By approaching these conversations with preparation, professionalism, and a clear understanding of your needs and rights, you can transform a daunting challenge into an opportunity for greater understanding, support, and continued success in your professional life. Your health is a part of who you are, but it doesn’t define your professional potential. Proactive communication ensures it doesn’t limit it either.