Memory problems at work: asking for support without losing your confidence
Practical work supports, how to ask for them and how to decide what to share
You used to hold the whole day in your head. Now a coworker mentions a change at the morning huddle, and by lunch it is gone. Maybe you have reread the same email three times, or you missed a step on a job you have done for years.
Memory and attention problems after a traumatic brain injury (TBI), including a concussion, often show up first at work. The pace is fast there. Mistakes are visible. That can shake your confidence, even when your skill and experience are still there.
Help is available. Many useful changes are simple and do not require sharing your medical history. Below are practical tools, what the research says about getting back to work, and how to ask for help in a way that keeps you in control.
What getting back to work can look like
Detailed U.S. data on mild TBI and work come from TRACK TBI, a large research study. Researchers followed 435 working adults with mild TBI who enrolled between 2014 and 2016 [1]. They checked in at two weeks and again at three, six and 12 months [1].
Two weeks after the injury, 59 percent were not working [1]. Of those, 83 percent were on temporary leave and 7 percent said they were disabled [1]. A year after the injury, 17 percent were not working. A drop in yearly income was reported by 21 percent [1].
Lingering symptoms made a difference. Postconcussion symptoms are problems such as headaches, poor memory or fatigue that hang on after a concussion. Among people with three or more of them, 73 percent were working at 12 months, compared with 89 percent of people with two or fewer [1].
Workers who were offered help by their employer were more likely to be working at six months (88 versus 78 percent) and at 12 months (86 versus 72 percent) [1]. The help counted in the study had been offered in the first three months after injury [1]. It included sick leave, reduced hours, a modified schedule, different tasks, assistive technology and coaching [1]. This is an association, so it does not prove the help caused the better outcome. But it is one reason to ask early.
Recovery after a more serious TBI can take longer and look different. The degree of limitation varies a great deal from person to person [2].
Tools that take the load off memory at work
The Job Accommodation Network (JAN), a free federal service, lists many ideas for workers with memory problems after a brain injury [3]:
- Written instructions along with spoken ones [3].
- Typed minutes of meetings, or permission to record meetings [3].
- Notebooks, calendars or sticky notes to capture information [3].
- Written checklists and color coding [3].
- Instructions posted next to equipment you use often [3].
- Extra time to learn new tasks [3].
A TBI Model Systems tip sheet on memory and work suggests asking for written instructions when you get a task, then repeating them back to check you understood [4]. It also suggests a memory station at work, a fixed spot with checklists, labeled folders or color coded bins [4]. Keeping spoken instructions short helps too [5].
Your phone can carry reminders. INCOG 2.0, a set of memory rehabilitation guidelines published in 2023 by an international expert group, prefers electronic reminders such as smartphones over other outside memory aids [6]. For multistep jobs, it recommends devices that prompt you through each step [6].
Breaking work into steps
Task sequencing means doing the parts of a job in a set order. Write the order down. JAN suggests dividing large assignments into smaller tasks and steps, and keeping a daily to do list you check off as you go [3]. The TBI Model Systems tip sheet adds that rehearsing core job routines and marking your top tasks in color can help [4].
Meeting notes that hold up
A lot of work information is passed along in meetings. It is easy to lose. Ask for the agenda ahead of time, so you know what to listen for. Take notes in the same simple layout each time: what was decided, who does what, and by when. Afterward, send a short recap email and ask people to correct anything you missed. JAN lists typed meeting minutes as an accommodation idea, so you can also ask a colleague or the meeting lead to share theirs [3].
Comparison compiled by Safety Behind the Wheel Foundation
Memory supports for different kinds of jobs
| Job | Where memory gets tested | Supports to try |
|---|---|---|
| Office or call center | Meetings, email requests, deadlines | Written follow up, shared task list, calendar alerts |
| Retail or food service | Changing specials, prices, orders | Posted cheat sheets, order screens, a short shift briefing in writing |
| Skilled trades | Job steps, measurements, safety checks | Laminated checklists, photos of each step, a partner check |
| Warehouse or factory | Pick lists, machine settings | Labels, color coding, instructions posted by equipment |
| Delivery or app based gig work | Routes, customer notes | Navigation app, written notes per stop, fewer jobs per shift |
Ideas drawn from JAN and TBI Model Systems guidance [3, 4]. Ask your care team which fit your recovery.
Pacing, workload and fatigue
Pacing yourself also helps. A TBI Model Systems factsheet suggests taking breaks during tasks that need a lot of mental energy, and doing one task at a time [7]. At work, that can mean closing your email while you finish a report, or asking not to be interrupted during a cash count.
JAN lists several workload changes that can help [3]:
- Flexible schedules, with longer or more frequent breaks.
- A self paced workload.
- Part time hours for a while.
- Working from home for part of the day.
- A job coach or supported employment.
BrainLine adds a simple one: avoid scheduling the hardest tasks at the end of a shift, when fatigue is more likely [5]. Coverage for breaks matters in jobs where you cannot just step away, like a register or a production line [5].
Weekly check ins with a supervisor or mentor give you a regular chance to review goals and catch problems early [3]. They also give you a routine way to raise issues, so you do not have to remember to bring them up.
Imagine a 52 year old electrician who had a concussion when his work van was rear ended. He keeps his job but asks his foreman for written job sheets, a partner check on panel work for the first month, and his hardest jobs scheduled in the morning. After a few weeks, he drops the partner check on routine jobs and keeps the written sheets.
Or picture a 24 year old grocery cashier back at work six weeks after a concussion from a bike crash. Price codes and register steps that used to be automatic now slip. She asks her manager for a printed code list taped by the register and shorter shifts for a month. She keeps her medical details to herself and simply says she is recovering from a head injury.
Deciding what to share
Whether to tell your employer about a brain injury is your choice [4]. JAN notes that employees need to disclose a disability only when they need an accommodation, and that job applicants never have to disclose one on an application [3]. Telling coworkers is optional too [8].
Training slides from an ACLU attorney and a JAN director weigh both sides [9]. Reasons to share include needing an accommodation to do the job and the chance of a more supportive workplace [9]. The slides also list risks, including stigma, discrimination, retaliation and loss of privacy [9].
If you decide to share, you control how much. The same slides say you do not have to disclose intimate details of your medical condition or history [9]. You might simply say you are recovering from a head injury and that written instructions help you do your best work.
Before you talk to your employer
Checklist from Safety Behind the Wheel Foundation
- List the tasks that are hardest right now and why.
- Write down two or three specific supports that would help.
- Decide what you will say about your injury, and what you will keep private.
- Ask your care team for a short note on work limits, if you may need one.
- Pick who to talk to first, such as your supervisor or human resources.
- Put your request in writing after the conversation, and keep a copy.
- Note the date and who you spoke with.
How asking for accommodations works
A reasonable accommodation is a change in how a job is done that helps a worker with a disability do it. Under the Americans with Disabilities Act (ADA), covered employers must provide effective, reasonable accommodations [10]. The ADA covers employers with 15 or more employees. Some state laws reach smaller employers [11]. Under the ADA, a disability is a physical or mental condition that substantially limits a major life activity [9].
You do not need special words. JAN says a request can be made in plain English, without mentioning the ADA or the phrase “reasonable accommodation” [10]. Ohio’s vocational rehabilitation agency says the same about plain language [8]. Your request does need to give enough information that the employer knows you have a disability and need help [9].
After you ask, the employer and you work through what is called the interactive process [8]. The Equal Employment Opportunity Commission (EEOC) has described its purpose as figuring out what the person needs and finding the right accommodation [12]. JAN breaks it into six steps: recognizing the request, gathering information, exploring options, choosing an accommodation, putting it in place, and checking how it works [10]. Your preferences count. Trial periods are allowed [10].
If your need is not obvious, the employer can ask for medical documentation. But JAN advises asking only for what is needed [10]. A demand for all your medical records will rarely meet that standard [10, 12]. Medical information should be kept confidential and in a separate file, and shared with managers only on a need to know basis [9].
Time off can be part of the plan too. The Family and Medical Leave Act (FMLA) lets eligible employees of covered employers take unpaid, job protected leave [13]. That includes up to 12 workweeks in a 12 month period for a serious health condition that keeps you from doing your job [13]. To be eligible, you generally need 12 months on the job and 1,250 hours of work in the past year [14]. Your employer also needs 50 or more employees within 75 miles of your worksite [14].
JAN offers free, confidential help and can guide both you and your employer through the process [9]. This is general information, not legal advice. If you have questions about your rights, contact the EEOC, the U.S. Department of Labor or an employment lawyer.
When your job involves driving, machines or safety
Some jobs carry risks that memory aids cannot cover. A TBI Model Systems factsheet points out that slowed reactions can make driving unsafe [7]. If you drive for a living, whether a delivery route, a rideshare app or a commercial truck, ask your care team before you return. Ask too what medical clearance your job or license requires. The same goes for work at heights, with power tools or with heavy machines.
A gradual return can help here. That might mean starting with tasks that do not involve driving or machinery, working with a partner, or a shorter shift [3]. Write down any limits your care team sets and share them with your employer in the way you choose.
If you are self employed or do app based gig work, there may be no employer to ask. You can still use the same tools: written job notes, phone reminders, shorter shifts and fewer jobs a day. State vocational rehabilitation (VR) agencies can also help people with disabilities get back to work. In Ohio, for example, the state agency says VR services are tailored to each person through assessments [8]. Ask a social worker or your care team how to reach the VR agency in your state.
Protecting your confidence
Using new tools at work is a sensible response to an injury that changed how your memory works, at least for now. A TBI Model Systems tip sheet tells the story of a college professor who writes out her plan every morning [4]. She does it because she can no longer count on her memory as she once did [4].
Work is often part of how people see themselves. A change in what you can do can feel like losing part of who you are. Try to separate your skills from your memory. Your judgment, your experience and the way you treat people are still yours, even if you now need notes to hold the details.
Track what goes well. A short list of tasks done right each week can counter the sense that you are slipping. Share wins with a supervisor at your check ins, too [3].
Plan for setbacks. Bad weeks happen, especially when you are tired, stressed or sick. Have a fallback plan with your supervisor, such as shifting deadlines or swapping tasks, so one rough day does not turn into a crisis. If anxiety or low mood is growing, tell your care team so they can help.
Questions to ask your care team
Question checklist from Safety Behind the Wheel Foundation
- Am I ready to go back to work, and should I start with fewer hours?
- Which of my job tasks should I avoid for now, such as driving or using machines?
- Can you write a short note about my work limits without sharing my full history?
- Would an occupational therapist, or a speech and language specialist, help me build memory tools for my job?
- Which of my symptoms are most likely to affect my work, and how can we treat them?
- When should we recheck whether I can take on more?
- Can a social worker connect me with my state’s vocational rehabilitation agency?
- Do I need a driving evaluation or medical clearance before driving for work?
Frequently asked questions
Do I have to tell my employer I had a concussion?
No. Sharing is your choice [4]. JAN notes that employees generally need to disclose only when they need an accommodation [3]. If you do ask for an accommodation, you will need to give enough information for your employer to understand the need [9].
Can my employer ask for my medical records?
Your employer can ask for medical documentation when a disability or the need for help is not obvious [10]. JAN advises employers to request only what is needed. It says asking for all medical records will rarely be justified [10].
What if my employer is too small to be covered by the ADA?
The ADA covers employers with 15 or more employees, but some state laws cover smaller employers [11]. Even without a legal duty, many supports are simple, such as written instructions and a weekly check in [3]. You can still ask for them, framed as ways to do your best work.
The bottom line
Recommendation from Safety Behind the Wheel Foundation
Memory problems at work are common after a brain injury. Many of the fixes are simple: written instructions, notes from meetings, checklists and a pace that fits your energy. In the TRACK TBI study, workers offered employer help early were more likely to be working a year later [1].
You decide what to share. A plain request, a clear list of what helps and a written follow up are often enough to start. For jobs that involve driving or safety risks, get your care team’s go ahead first.
Sources and further reading
- 1Gaudette É, Seabury SA, Temkin N, et al. Employment and Economic Outcomes of Participants With Mild Traumatic Brain Injury in the TRACK-TBI Study. JAMA Network Open. 2022;5(6):e2219444. pmc.ncbi.nlm.nih.gov/articles/PMC9244609
- 2America’s Heroes at Work (developed in cooperation with the U.S. Department of Labor, Office of Disability Employment Policy). Accommodating Employees with Traumatic Brain Injury. Archived copy, February 14, 2013. webarchive.library.unt.edu/…/accommodatingTBI
- 3Job Accommodation Network. Employees with Brain Injuries. Accommodation and Compliance Series. U.S. Department of Labor, Office of Disability Employment Policy. Updated March 22, 2010. govinfo.gov/…/GOVPUB-L41-PURL-gpo9207.pdf
- 4Model Systems Knowledge Translation Center. Managing Memory Problems for Employment After Traumatic Brain Injury (TBI). Original authors Hart T, Sander A; revised 2025 by O’Neil-Pirozzi TM, Sander A, Hanks R. American Institutes for Research; 2026. air.org/…/TBI-Work-Tipsheet-Memory-50…
- 5BrainLine. Accommodating Employees with Brain Injury. Posted May 21, 2012; updated May 29, 2019. brainline.org/…/accommodating-employees-bra…
- 6Velikonja D, Ponsford J, Janzen S, et al. INCOG 2.0 Guidelines for Cognitive Rehabilitation Following Traumatic Brain Injury, Part V: Memory. Journal of Head Trauma Rehabilitation. 2023;38(1):83-102. research.monash.edu/…/incog-20-guidelines-for-cog…
- 7Neumann D, Lequerica A. Cognitive Problems after Traumatic Brain Injury. Model Systems Knowledge Translation Center. 2020. msktc.org/…/cognitive-problems-after-tr…
- 8Opportunities for Ohioans with Disabilities. Navigating the Reasonable Accommodation Process: Learner’s Guide. Revised April 12, 2022. dam.assets.ohio.gov/…/OOD%20Navigating%20the%20RA…
- 9Center C, Orslene L. ADA and Employment Rights and Protections. Webinar slides (SAMHSA employment webinar series). Posted by NAMI, May 2024. nami.org/…/SAMHSA-PPT-Employment-Webin…
- 10Job Accommodation Network. Accommodation and Compliance Series: Interactive Process. umkc.edu/…/accommodation_and_complianc…
- 11U.S. Equal Employment Opportunity Commission. Small Business Requirements. eeoc.gov/…/small-business-requirements
- 12U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA. October 17, 2002. eeoc.gov/policy/docs/accommodation.html
- 13U.S. Department of Labor, Wage and Hour Division. Family and Medical Leave Act. Last updated January 26, 2026. dol.gov/agencies/whd/fmla
- 14U.S. Department of Labor, Wage and Hour Division. Fact Sheet #28: The Family and Medical Leave Act. Revised March 2025. dol.gov/agencies/whd/fact-sheets/28-fmla
This article reflects the safety priorities of brain injury recovery and road safety education. It is general education and not medical or legal advice. Workplace laws differ by state and by employer, so check official sources and talk with your own care team before making decisions about work. Reviewed October 2026.
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