[ny] Nyc Employee At A 30-person Startup, Recently Diagnosed With Lyme Disease. Should I Disclose Before I Need Accommodations?

Location: New York

I’m a full-time remote employee in NYC at a 30-person startup. I’m the only person in my role, and we have no HR department.

I was recently diagnosed with Lyme disease and associated infections after experiencing neurological symptoms. I’m starting several months of antibiotic treatment that may cause significant side effects.

I’m currently performing my job normally and don’t need time off, but I’m worried treatment could temporarily affect my ability to work.

I've been in my role for about a year and a half. In my January performance review (which was clearly ChatGPT-generated, emojis and all), my manager acknowledged that my work quality was good, I consistently deliver, and I'm productive. However, his main criticism was personality-related—that I challenge him and am "combative," which is feedback I've never received in my career. A few months later, I was recognized as Employee of the Month for a project I delivered. Long story short, my boss is an asshole, I don't particularly trust him, and I'm the only person at the company who does my job, so I'm trying to be strategic about protecting myself. I know FMLA doesn’t apply, but I believe the ADA and NYC Human Rights Law do.

My questions:
Should I disclose my diagnosis/treatment now or wait until I need accommodations?

If my performance slips, does documenting my medical condition beforehand offer any protection?

Should I request flexible hours or medical leave only when needed? What if I need several weeks off?

If I need time off - do I just ask for like, a week or 2 off and hope I feel better? What accomodations should i even ask for?

Thanks.