Chapotraphouse

I feel you, and that is an extremely stressful situation.

It really should be illegal imo because it is fundamentally altering the employment contract for ✨️no fucking reason✨️ when folks are perfectly capable of working out of office

I'd just say that even without a diagnosis it is worth a shot. Especially if it is a larger company that can more easily absorb 1 person doing something a little differently and has a legal team that wants to avoid discrimination lawsuits. They may be more willing to be lenient re: proof, especially if she is doing her job well now the way she has always been doing it.

It may also be wise to look into how she might get a diagnosis if she likely has undiagnosed conditions, in the event they require proof. Then once you have that plan, she'd go to HR/employee relations and request an ADA accommodation.

1. record EVERYTHING (emails, ideally. Phone if legally permitted in your state)

2. She doesn't have to tell them what illness/condition, etc. she has if she doesn't want. Only what she needs accommodations to be able to do. Like "I have a condition that makes in-person socialization as well as commuting very challenging. I am seeking an accommodation to continue working from home to help me continue to perform my job duties" etc etc

3. they may follow up requesting information, confirmation from a healthcare provider, etc. In my case, i was prepared to get a formal autism diagnosis, but had a therapist who could vouch as well - so I was going to see if they'd accept that. But they never asked.

I will also add, ADA isn't a magic bullet. They may still try to come up with other hoops for her to jump through. But in this case, the US labor law is actually fairly strong at protecting workers rights (thanks... GHW Bush? Its the one good thing he did) and so it would be wise to avail yourselves of its protection if possible! Good luck