Misophonia at Work

Familiarize yourself with the ADA and its protections. The ADA prohibits discrimination against qualified individuals with disabilities in various aspects of employment, including hiring, promotion, and reasonable accommodations. Misophonia may be considered a disability if it substantially limits your ability to perform major life activities.

Conduct a self-evaluation to assess how misophonia affects your ability to perform job-related tasks. Identify specific triggers and their impact on your productivity, concentration, and emotional well-being. Document instances where your condition interferes with your work performance or relationships with colleagues. It might be helpful to keep a Trigger Log or Journal to document how often misophonia impacts your life.

Consult with a healthcare professional—such as a physician, audiologist, or therapist—who can provide an assessment for misophonia and documentation of how it affects your life. Request a letter explaining your condition, its impact on your ability to work, and recommended accommodations. This documentation will strengthen your request for accommodations.

You can also download our free Letter to an Employer or contact soQuiet to request a custom advocacy letter on your behalf.

Consider accommodations that could alleviate the challenges posed by misophonia in your work environment. Common accommodations may include:

a) Noise-canceling headphones or earplugs: These can help block or reduce trigger sounds.

b) Adjustments to workstations: Arrange for a private or less noisy workspace, or a workstation positioned away from noisy areas.

c) Flexible scheduling: Allow for breaks or adjustments to work hours to manage symptoms or attend therapy sessions.

d) Work-from-home: If feasible, allow remote work to reduce exposure to trigger sounds in the office environment.

e) Workplace policy education: Promote awareness of misophonia among colleagues and establish a supportive work environment.

f) A “No Food/No Gum” Policy in common work areas: Your employer might be able to designate a special area, such as a break room, as the place where eating happens.

g) Quiet office supplies: There are keyboards, computer mice, stick pens, and many other items that do not make triggering noises that your employer might easily provide.

h) Folding screens or visual barriers: Simple folding screens, cubicle walls, etc. can help reduce visual misokinesia activators.

Prepare a formal request for accommodations, addressed to your employer or human resources department. Include the following details:

a) Introduction: State your name, position, and date of the request.

b) Explanation: Provide a concise description of misophonia, how it affects your work, and the specific accommodations you are seeking.

c) Supporting documentation: Attach the letter from your healthcare professional, outlining your diagnosis and recommended accommodations.

d) Importance of accommodations: Emphasize how the requested accommodations will enable you to perform your job more effectively.

Submit your accommodation request to your employer or human resources department following your company's established procedure. Keep a copy for your records and request a receipt or acknowledgment of receipt.

Your employer is obligated to engage in an interactive dialogue with you to discuss the accommodations requested. Be prepared to provide additional information, clarify your needs, and address any concerns your employer may have. The goal is to reach a mutually agreed-upon solution. soQuiet can help add information about how misophonia can affect one’s job performance as well as personal mental health.

Once accommodations are agreed upon, work with your employer to implement them promptly. Ensure that necessary adjustments are made, such as ordering equipment or arranging for a suitable workspace.

Keep a record of the accommodations provided and their effectiveness in managing your misophonia symptoms. If modifications are needed or if new triggers arise, please alert your supervisor or human resources department.