This article addresses accommodations that employers can utilize in order to successfully retain and increase of employees who are afflicted with the diverse manifestations of fibromyalgia. This article suggests that these employees are protected under ADA (Americans with Disabilities Act), and that employers must find ways to make their jobs manageable within the constraints of their symptoms. Ideas ranging from management of fatigue and lighting to allowances for additional break time and flexible schedules. It cites examples of actual fibromyalgia sufferers and how their employers worked with them to allow them to remain productive. It also includes a listing of appropriate organizations and resources related to fibromyalgia.