Very much so. And MS is another "some days are good, some day not" which can mean that the only workable accommodation for him is "I come to work when I feel up to it" and that is unlikely to work for the people he works with. But it's very variable, I've had one friend who worked 4 hours a day, four days a week, and loved her job. But some days she finished work and was absolutely shattered, other days she'd bounce out of work feeling great (insofar as you can bounce in a wheelchair)... MS is a variable thing.

I have a sheet of paper wedged under the diffuser on the light above my desk. That works quite well and isn't particularly obvious. It's less likely to interfere with the light than putting it on top of the diffuser.

I'm not questioning why an employer would do that, simply asking how you know that in this particular case the employer is doing so. I base that on the practice not being universal - for example in unionised workplaces and many hourly-wage workplaces pay rates are public. Even in the USA, some workplaces work that way. So to just assume that secrecy is required is IMO unnecessary. And then, outside the US even the secrecy requirement can be unenforcable or illegal.I'm asking rather than downvoting, because it may be that you have definite knowledge of the OP's situation.

I'm curious about how you know that "Your new employer expects you not to discuss your compensation package with their staff", since that's something that in my experience varies from company to company.

Normally I work in smaller companies where it's much more dependent on how the few co-workers react. Which can be good as well as bad, with co-workers who will go out of their way to defend their team-mates against outside stupidity. I have a friend who's legally blind and uses a big monitor in high-contrast mode with the brightness set to "solar flare", and he quite happily works as a designer for a small company (I have no idea how "I make things look pretty" goes with "I see vague blurry things if the light is bright enough"... but that's what he does)

@Vyndicu if it's any help, I worked with a blind programmer for a while. Was in a major bank, so there was a whole raft of support available.

I got the impression that the OP doesn't want the requests to stop, only to avoid accepting some of them - they want to accept others.

Yeah, "can you get staff" is a huge factor to consider. It's not "can I learn this" or "do I know this", but "what happens when I leave".

Bob, they have to show you the gold... in this case they seem to be more they wish they could afford to pay you... making it "if wishes were horses beggars would ride".

"this effectively lowers my guaranteed take-home" - you need to make sure of that. Some places will either pay it or fire you, other places will only pay it if you work 60 hours every week and deliver something amazing (ie, it's a unicorn) ... or anywhere in between.