The Disability Discrimination Act (DDA) states that employers must not discriminate against a disabled person in the workplace, and covers a range of issues including recruitment and the provision of appropriate facilities to enable you to do your job. Not everyone with fibromyalgia is covered by the DDA. According to the Act, 'a disabled person is someone with a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.'
You would be covered if you have significant mobility problems, loss of function in one or both hands, chronic substantial pain, or difficulty lifting heavy objects, because of the fibromyalgia. If the Act applies to you , you have the right to 'reasonable adjustments' to help you carry out the normal duties of your job. Even if you are not disabled, it is still good practice for your employer to adapt to your needs.
These needs include:
Flexible working - this means being able to start and finish work later if your symptoms are usually worse in the morning. You may be able to work from home, and also have time off for medical treatments and physiotherapy.
Changes to your work environment - this could include improving accessibility to your work area, providing special equipment, or making adaptations to tools, adjusting work furniture, or modifying your job role.