asked my manager about a sit/stand option back in march. kept it casual, just in a 1-on-1. he looked at me like i’d asked for a personal chef and said ‘you seem fine though.’ i dropped it. regretted dropping it every day since because my tuesday baseline is a 5 and by thursday i’m already at a 6 just from standing on concrete floors for six hours straight. what i’m trying to figure out now is whether going formal - actual HR, actual paperwork, actual written accommodation request - helps or creates a different problem. because here’s what i’m scared of: the moment HR has it in writing that i have fibromyalgia, suddenly i’m the liability. suddenly i’m the one whose hours get ‘restructured’ or whose role gets quietly eliminated, and there’s plausible deniability because nothing says fibromyalgia in the termination letter. pain clinic appointment is still two months out. without that i don’t even have a letter from a specialist. just a GP who’s been managing it with ‘let’s try this’ for eighteen months and a fibro dx that’s documented but not exactly buttoned up. the disbelief from my manager wasn’t even aggressive. it was just… baffled. like the concept that i could walk in looking functional and also need to sit down sometimes didn’t compute for him. he wasn’t cruel about it. he just couldn’t hold both things in his head at the same time. imo anyone actually gone through a formal accommodation request? did it help, and did it change how your employer treated you after?