Can I call in sick if I have allergies? A Guide to Managing Workplace Health

September 25, 2025 •

3 min read

According to the Asthma and Allergy Foundation of America, allergies are the sixth leading cause of chronic illness in the U.S., which can significantly impact productivity. Understanding your rights and responsibilities is essential, so let's address the question: Can I call in sick if I have allergies?

Quick Summary

Deciding to take a sick day for allergies depends on symptom severity, its impact on your ability to work, and your company's policy. The key is distinguishing between mild discomfort and a genuinely debilitating condition that prevents you from performing your job duties effectively.

Key Points

Severity Matters: Mild, manageable allergy symptoms usually don't warrant a sick day, but severe symptoms like debilitating fatigue or migraines do.
Check Your Policy: Always review your company's official sick leave and attendance policies to understand your rights and procedures.
Communicate Clearly: When calling in, focus on the severity of your symptoms and how they prevent you from being productive, not just the word "allergies".
Know Your Rights: Severe allergies can sometimes be considered a disability under ADA, entitling you to reasonable accommodations at work.
Prioritize Recovery: Taking a day to properly manage severe symptoms can lead to a quicker recovery and prevent a more prolonged period of low productivity.
Not Contagious: Allergy symptoms mimic a cold, but they are not contagious, so your primary consideration is your own well-being and productivity, not protecting coworkers.
Consider Medications: If the most effective allergy medicine for you causes drowsiness, it is a valid reason to stay home rather than risk impaired performance or safety.

When Allergies Justify a Sick Day

While mild, intermittent sneezing might not warrant a day off, allergies can present with symptoms so severe that they make it difficult, if not impossible, to work effectively. These can include debilitating fatigue, severe headaches, and cognitive fog that impair judgment and focus. The decision to call in sick should be based on how your symptoms affect your ability to do your job and your overall well-being, not merely the presence of allergies. The same goes for dealing with side effects of medication; if non-drowsy options aren't cutting it and a medication that causes drowsiness is your only recourse, staying home is the responsible choice for both your health and workplace safety.

Signs Your Allergies are Too Severe for Work

Extreme Fatigue: Severe allergies can disrupt sleep and cause persistent exhaustion that impairs concentration.
Intense Headaches and Sinus Pressure: Headaches and sinus pressure can make it painful and difficult to focus on tasks.
Respiratory Distress: Allergic asthma, for example, can cause significant shortness of breath, wheezing, and coughing.
Dizziness or Nausea: In some cases, severe allergic reactions can cause these symptoms, making it unsafe to travel or operate machinery.
Constant, Uncontrollable Symptoms: Persistent, disruptive sneezing or coughing can prevent you from concentrating and disturb your coworkers.

Workplace Policies and Professional Communication

Every company has its own rules regarding sick leave. Before making a call, it's wise to review your employee handbook or speak with an HR representative. When you do communicate with your manager, it's generally best to keep the conversation brief and professional. Focus on your symptoms and your inability to perform your duties, rather than specifically mentioning 'allergies.' This approach prevents your manager from needing to make a subjective judgment about your condition and keeps the focus on your capacity to work.

What to Say to Your Manager

State your name and purpose clearly.
Be direct: "I am not feeling well today and will need to take a sick day."
Offer a general timeframe: "I will keep you updated on my return tomorrow."
Focus on your incapacitation: "My symptoms are severe and preventing me from being productive and focused on my tasks."
Reiterate your professionalism: "I will make sure my urgent tasks are covered by [colleague's name] today."

The Legal Side: Allergies and Reasonable Accommodations

For some individuals, allergies are more than a seasonal annoyance; they are a chronic condition that can be classified as a disability under the Americans with Disabilities Act (ADA). The ADA requires employers to provide "reasonable accommodations" for employees with disabilities. This could include things like air purifiers, adjustments to cleaning products, or allowing for a flexible work-from-home schedule during peak allergy seasons. It is important to note that this applies to severe, persistent conditions and not to minor seasonal symptoms. To explore this option, you would typically engage in an interactive process with your HR department. For more information on your rights, you can consult resources like the Asthma and Allergy Foundation of America.

Comparison: Allergies vs. Contagious Illnesses


Symptom	Allergies	Contagious Illness (e.g., Cold/Flu)
Onset	Sudden, triggered by exposure to allergens	Gradual over a few days
Fever	No	Common
Body Aches	No	Common
Sore Throat	Can occur from post-nasal drip	Common, early symptom
Fatigue	Common, due to sleep disruption or medication	Common
Duration	As long as exposure to allergen continues	Typically 7-10 days
Eyes	Itchy, watery, red	Less common, maybe watery

Making the Right Call for Your Health

Ultimately, the decision to call in sick because of allergies comes down to a practical assessment of your symptoms and your professional obligations. If you are a risk to yourself (e.g., operating machinery while drowsy from medication) or your productivity is severely compromised, taking a sick day is the responsible choice. It is better to take a day to recover fully than to struggle through work inefficiently and risk a longer recovery period. Be honest with yourself about your capacity and communicate with your employer in a clear and professional manner. You are the best judge of your own body's needs.

Frequently Asked Questions

Yes, a doctor's note can provide official documentation of your severe symptoms and demonstrate to your employer that your absence is for a legitimate health reason, adding weight to your request for a sick day.

It is not your manager's place to determine the severity of your medical condition. The focus should be on your capacity to perform your job. If you face resistance, you can involve HR and, if necessary, provide a doctor's note.

Allergies typically don't cause a fever or body aches, which are common with colds. Allergy symptoms also tend to be long-lasting and occur during specific seasons, while a cold usually clears up within 7-10 days.

If your company allows it, working from home can be an excellent option during peak allergy season. It allows you to avoid workplace triggers and rest while still fulfilling your duties. Check your company's telecommuting policies.

Under the Family and Medical Leave Act (FMLA), if your severe allergy is considered a serious health condition requiring ongoing medical treatment, it might be covered. This is typically for severe, not mild, cases and requires documentation.

Reasonable accommodations could include providing an air purifier for your workspace, switching to hypoallergenic cleaning products, or allowing for a flexible work schedule during high pollen count days to minimize exposure.

Pushing through severe allergy symptoms can reduce your productivity, extend your recovery time, and potentially endanger yourself or others, especially if taking drowsy medication. Prioritizing your health is often the more responsible long-term choice.

It is generally illegal for an employer to terminate an employee for taking legally protected sick leave. However, repeated, unscheduled absences could be grounds for disciplinary action, so always follow your company's policy.