How Does Social Security Evaluate My Ability to Handle Stress and Changes at Work?

How Does Social Security Evaluate My Ability to Handle Stress and Changes at Work?

Why Problems Adapting to Workplace Demands Can Be Important in a Social Security Disability Claim

You may understand what you are supposed to do.  You may remember the instructions.  You may even be able to stay focused on the task.

But what happens when something changes?

A supervisor gives you a different assignment.

A coworker calls in sick and your duties change.

The schedule is altered.

A machine breaks down.

A customer becomes upset.

Your supervisor tells you that you made a mistake.

You are asked to work faster.

You are moved to another area.

For many people, those are ordinary workplace frustrations, yet for someone with severe anxiety, PTSD, depression, bipolar disorder, or another mental-health condition, those same events can cause symptoms to become overwhelming.

You may wonder: “Can problems handling stress or changes at work help qualify me for Social Security Disability?”

Yes.

Social Security specifically evaluates your ability to adapt or manage yourself when determining how a mental impairment affects your ability to function.

The important question is not whether work is stressful.  Most jobs are stressful at times.  The better question is:

Can you respond appropriately to ordinary workplace demands, changes, pressures, and problems on a regular and sustained basis?

That can be extremely important in an SSDI or SSI claim.

Recommended Reading: What is the Difference Between SSDI and SSI Benefits?

Recommended Reading: Can Problems Dealing With Supervisors, Coworkers, or the Public Help Me Qualify for Social Security Disability? Social interaction and adaptation often overlap. A change in assignment, correction from a supervisor, or conflict with a coworker may test both areas at the same time.

 

What Does Social Security Mean by “Adapt or Manage Oneself”?

Social Security uses this phrase to describe the ability to regulate emotions, control behavior, maintain well-being, and respond appropriately to the demands of daily life and work.  In plain English, the question is: Can you handle what happens when the day does not go exactly as planned?

Social Security may consider abilities such as:

• Responding to demands;
• Adapting to changes;
• Managing psychologically based symptoms;
• Distinguishing acceptable from unacceptable work performance;
• Setting realistic goals;
• Making plans independently;
• Maintaining personal hygiene and appropriate attire;
• Being aware of normal hazards;
• Taking appropriate precautions; and
• Functioning independently in a work setting.

These abilities can matter even when a person understands the job and has the physical ability to perform it.

“Everyone Has Stress at Work.”  That is true, but it misses the point.

Social Security does not award disability benefits because someone dislikes stress.  The issue is whether a medically determinable impairment causes an abnormal or disabling response to ordinary workplace stress.

The question is not whether the workplace contains stress, it is how your medical condition affects your ability to respond to it.

Routine Can Hide the Severity of a Problem

Some people function reasonably well when every day is predictable.  They wake up at the same time.  Go to the same places.  See the same people.  Perform the same familiar activities.

Problems become much more obvious when something changes.

A new appointment.

A different route.

A change in plans.

That same pattern can occur in the workplace.  An employee may be able to perform a familiar task repeatedly but struggle when:

• The procedure changes;
• A supervisor gives a new instruction;
• The work station changes;
• Priorities shift;
• Something goes wrong;
• Several demands occur at once; or
• The employee is expected to solve an unexpected problem.

The ability to perform familiar activities in a highly predictable environment does not necessarily establish an ability to adapt to ordinary workplace changes.

What If I Need Everything to Be the Same?

A strong need for routine may be relevant when it results from a medically determinable impairment.  For example, a person may become significantly anxious when:

A meal occurs at a different time.

A medical appointment is rescheduled.

Someone changes plans unexpectedly.

A familiar store rearranges its aisles.

A normal routine is interrupted.

Those facts may help explain how the person responds to change, but again, the details matter.

How serious is the reaction?

Does it merely cause inconvenience, Or does it cause panic, anger, confusion, withdrawal, or an inability to continue functioning?

What If I Can Handle Small Changes but Not Several at Once?

That may also matter.  Workplace adaptation is not necessarily all or nothing.  You may tolerate one minor change, but several simultaneous demands may overwhelm you.

For someone with significant anxiety, cognitive limitations, PTSD, or another mental-health condition, that may create far more difficulty than performing one familiar task in a quiet environment.

How Does Anxiety Affect Adaptation?

Severe anxiety can make ordinary workplace uncertainty extremely difficult.  A person may constantly worry about:

Making a mistake.

Being criticized.

Not finishing on time.

Being asked to do something unfamiliar.

Having a panic attack.

Being unable to leave.

Something unexpected happening.

As anxiety increases, the person may have difficulty thinking clearly, making decisions, or continuing the task.  That can affect the ability to adapt even when the employee has the knowledge and skills necessary to perform the work.

How Can PTSD Affect Adaptation?

PTSD may make unexpected events particularly difficult.

Someone may have a heightened startle response.

Changes in surroundings may increase hypervigilance.

Unexpected noises or movements may trigger symptoms.

A change in supervisor or location may increase feelings of insecurity.

A confrontational interaction may cause symptoms to escalate rapidly.

The issue is not simply whether someone has PTSD.  It is whether the symptoms interfere with the ability to respond appropriately to ordinary workplace changes and demands.

Recommended Reading: PTSD and Social Security Disability.

Depression Can Affect Adaptation Too

Depression may affect motivation, energy, decision-making, confidence, and the ability to cope with frustration.  Someone may be able to perform a familiar routine but become overwhelmed when asked to do something new.

Even a relatively small problem may feel impossible to solve.

The employee may shut down, withdraw, or stop trying.

Again, the functional consequence matters more than the diagnostic label.

Recommended Reading: Why Functional Limitations Matter More than a Medical Diagnoses.

What About Bipolar Disorder?

Bipolar disorder may produce periods of significantly different functioning.  During some periods, a person may appear capable of handling ordinary demands.  During others, mood symptoms may substantially impair judgment, emotional control, concentration, sleep, or interaction with others.

The fact that someone functions well during one period does not necessarily establish that the person can sustain appropriate functioning over time.  Social Security looks at functioning longitudinally, especially when symptoms are episodic.

Recommended Reading: Bipolar Disorder and Social Security Disability

What If I Become Overwhelmed Easily?

“Overwhelmed” is a common word, but it needs explanation.  What actually happens?

Do you stop what you are doing?

Cry?

Become confused?

Leave?

Have a panic attack?

Become irritable or angry?

Go home?

Need hours or days to recover?

Specific examples are much more useful than simply saying “I don’t handle stress,” and specific examples are what you should tell your treating medical care provider about so (i) they can better understand what you are dealing with, and (ii) so your medical records will reflect the same.

Supportive Environments Can Mask Limitations

Suppose you function reasonably well because your family:

Keeps your schedule.

Reminds you about appointments.

Handles unexpected problems.

Tells you what to do next.

Changes plans gradually.

Avoids conflict.

Helps calm you when symptoms increase.

Those supports matter.

Social Security considers not only what you accomplish, but the amount of help and structure you need in order to function.  Someone who appears independent may actually be functioning successfully because the environment has been carefully adapted around the person’s limitations.

A typical workplace may not provide that same support, and again-be sure to give specific examples to your medical provider so (i) they can better understand what you are dealing with, and (ii) so your medical records will reflect the same.

What If I Cannot Make Decisions Under Pressure?

Decision-making can be part of adaptation.  Suppose something unexpected happens.

Can you decide what to do?

Can you identify the problem?

Can you choose among reasonable options?

Can you do so without becoming overwhelmed?

Some jobs require frequent independent judgment.  Others involve simpler decisions, but even simple work may require some ability to respond appropriately when routine circumstances change.

What If I Need Someone Else to Solve Problems for Me?

That may be relevant too.  At home, perhaps your spouse handles:

Unexpected bills.

Schedule changes.

Repairs.

Phone calls.

Appointments.

Conflicts.

Travel problems.

You function well as long as nothing unexpected happens.  When something does happen, someone else takes over.  That pattern may provide useful information about how independently you can adapt and manage yourself.

Recommended Reading: Why Does Social Security Care About My Activities of Daily Living?

What If I Become Angry When Things Change?

Irritability or anger may affect adaptation when related to a medically determinable impairment.  The issue is not whether you occasionally become frustrated.  The important questions are:

How often?

How intense is the reaction?

Can you calm yourself?

Do you argue?

Do you leave?

Do you become verbally aggressive?

Do you destroy things?

Have similar reactions caused problems at previous jobs?

Those facts may affect both adaptation and social interaction.

What If I Shut Down Instead of Getting Angry?

That can be just as important as not everyone responds to stress with visible anger.  Some people withdraw.  They stop talking and become unable to make a decision.  They may cry, or they may abandon the task or just leave.

The fact that a person does not become disruptive does not necessarily mean the person is adapting successfully.  A worker who quietly shuts down and cannot continue working may still have a serious vocational limitation.

What If I Have Panic Attacks When Something Unexpected Happens?

Panic attacks can be particularly relevant.

Suppose a sudden change or workplace demand causes:

Rapid heartbeat.

Difficulty breathing.

Dizziness.

Shaking.

A feeling of losing control.

An urgent need to leave.

Difficulty concentrating afterward.

The questions then become:

How often does this happen?

How long does it last?

Can you continue working?

Do you have to leave the workplace?

How long does it take to recover?

Would this cause excessive breaks or absences?

That is where adaptation limitations can begin to affect attendance, persistence, and the ability to sustain employment.

The Difference Between Understanding and Adapting

This is an important distinction.  Imagine a supervisor tells you: “Today I need you to work in Department B instead of Department A.”

You understand the instruction.  You remember it.  You are physically capable of performing the task.

But the unexpected change causes severe anxiety, confusion, or emotional distress and you cannot function.

That is not primarily a memory problem, tt may be an adaptation problem.  That is why Social Security evaluates these functional areas separately.

Recommended Reading: Can Problems With Memory and Following Instructions Help Me Qualify for Social Security Disability? Knowing what you were told to do and being able to emotionally and behaviorally adjust to doing something different are not necessarily the same ability.

What Does “Managing Yourself” Mean?

Social Security’s terminology goes beyond workplace changes.  Managing oneself may also involve maintaining personal needs and functioning independently.  For example, Social Security may consider whether someone can:

Maintain personal hygiene.

Dress appropriately.

Recognize hazards.

Take ordinary safety precautions.

Manage symptoms.

Seek appropriate help.

Control behavior.

These abilities can provide information about the severity of a mental impairment, but they should always be considered in context.  A person may maintain basic hygiene and still have substantial difficulty adapting to workplace demands.

What If My Appearance Is Always Appropriate?

That is relevant evidence, but it is not dispositive.  Someone may arrive at a doctor’s office clean, appropriately dressed, and well groomed.  That tells us something, but it does not necessarily establish the ability to:

Handle workplace changes.

Respond to criticism.

Make decisions under pressure.

Manage panic.

Control PTSD symptoms.

Maintain emotional stability throughout a workday.

Mental functioning should not be reduced to appearance during a brief appointment.

Good Days and Bad Days Matter Here Too

A person may adapt reasonably well on some days.  On other days, symptoms may become overwhelming.  This can occur with depression, anxiety, PTSD, bipolar disorder, and other conditions.

The question is not whether you can ever adapt successfully.  The question is whether you can do so reliably enough to sustain competitive employment.

How often would symptoms interfere?

How long would recovery take?

Would you leave work?

Would you miss work?

Would you require unusual assistance?

Those questions begin to connect adaptation directly to employability.

Recommended Reading: Social Security is Not Asking Whether You Are Disabled-They Are Asking Whether You Can Maintain Steady Employment.

What Happens at a Social Security Disability Hearing?

At a disability hearing, an Administrative Law Judge may ask a vocational expert about a hypothetical person with mental limitations.  The hypothetical might include restrictions such as:

Only occasional workplace changes.

Only simple, routine tasks.

No fast-paced production requirements.

Only simple work-related decisions.

Limited interaction with others.

The vocational expert may then testify whether jobs exist for a person with those limitations.

That makes it important to identify the actual functional problem.  Simply saying: “The claimant has anxiety” does not tell the vocational expert how anxiety affects the ability to work.

A more useful description explains what happens when the claimant encounters ordinary workplace demands.

Recommended Reading: What is a Vocational Expert and Why Functional Limitations Matter More Than Medical Diagnoses.

 

Social Security Rates Adaptation as One of Four Broad Areas

When evaluating adult mental impairments, Social Security considers:

1. Understanding, remembering, or applying information;
2. Interacting with others;
3. Concentrating, persisting, or maintaining pace; and
4. Adapting or managing oneself.

Social Security rates limitations as: see 20 C.F.R. Part 404, Subpart P, Appendix 1, § 12.00F(2):

• None: You are able to function in the area independently, appropriately, effectively, and on a sustained basis.
• Mild: Your ability to function that way is slightly limited.
• Moderate: Your ability to function that way is fair.
• Marked: Your ability to function that way is seriously limited.
• Extreme: You are not able to function in that area independently, appropriately, effectively, and on a sustained basis.

As with the other broad areas, these ratings are important—but they are not the entire disability analysis.

I Don’t Meet a Mental Listing—Do Adaptation Problems Still Matter?

Yes.

A claimant may have significant difficulty adapting to workplace changes without satisfying all of the requirements of a mental-health Listing.  If the severe impairment does not meet or medically equal a Listing, Social Security generally proceeds to determine the claimant’s Residual Functional Capacity, or RFC.

The RFC may need to address restrictions involving:

• Workplace changes;
• Decision-making;
• Production demands;
• Work complexity;
• Stress;
• Supervision; and
• Other functional limitations supported by the record.

Recommended Reading: What Is Residual Functional Capacity and Why Does It Matter in My Social Security Disability Claim?

The Law

Under 20 C.F.R. §§ 404.1520a and 416.920a, Social Security evaluates adult mental impairments using four broad areas of functioning, including adapting or managing oneself.

Section 12.00E4 of the Adult Listing of Impairments explains that adapting or managing oneself concerns the ability to regulate emotions, control behavior, and maintain well-being in a work setting.

Examples include responding to demands; adapting to changes; managing psychologically based symptoms; distinguishing acceptable from unacceptable work performance; setting realistic goals; making plans independently; maintaining personal hygiene and appropriate attire; and being aware of normal hazards and taking appropriate precautions.

Social Security evaluates whether the claimant can function independently, appropriately, effectively, and on a sustained basis.

If a severe mental impairment does not meet or medically equal a Listing, Social Security generally proceeds to a more detailed assessment of the claimant’s mental Residual Functional Capacity.

The broad paragraph B rating for adapting or managing oneself is not itself a complete mental RFC assessment. The RFC should describe the particular work-related restrictions supported by the record.

Experience With Social Security Disability Claims

At Powell & Denny, P.C., we have extensive experience representing individuals whose physical conditions, mental-health conditions, or combination of impairments prevent them from sustaining employment. Mental-health disability claims often require looking beyond a diagnosis to determine how the condition affects real workplace abilities—including learning and remembering instructions, maintaining concentration, interacting appropriately with others, handling changes and stress, maintaining attendance, and functioning reliably throughout a normal workweek.

A diagnosis tells Social Security what condition you have.

The disability analysis asks how that condition affects your ability to function at work.

An experienced Social Security Disability attorney can evaluate your medical evidence together with your vocational factors to determine how the law applies to your specific situation.  At Powell & Denny, we have represented injured and disabled workers throughout Alabama for more than 30 years. We understand that serious claims are rarely decided by a diagnosis alone. They are decided by how the injury affects the person’s ability to function, work, and earn a living.

If you have questions about an Alabama Workers’ Compensation claim, or a claim for Social Security Disability benefits, don’t hesitate to contact the experienced attorneys at Powell and Denny today a free consultation; remember. Virtual appointments are available through Zoom so you can meet with one of the attorneys of Powell and Denny from wherever you live, and remember-there is no fee unless you win.

Powell & Denny: We Work When You Can’t.

Offices in Birmingham, Alabama and Huntsville, AL