Our health is such a personal issue, and we all differ in terms of who we wish to disclose this information to. By law you do not have to tell your employer about any disability that you are affected by, however sometimes this is necessary to ensure it does not become a disadvantage.
Rebecca Armstrong, MSer, MS-UK Trustee and HR specialist says ‘the issue of disclosure is a tricky one, particularly as you won’t know if you have done the right thing until it’s too late. What is true is that once you have done it there is no going back but remember that can be a good thing. If you decide to disclose, you then must decide who to tell and how to do it’.
Rebecca founded a Facebook group called ‘MS and Work’ to support people living with MS in the workplace.
‘I told everyone about my MS at work as I am proud of my work and as long as I can do the job, I find everyone overlooks the MS’
Whereabouts you are in your MS journey can determine whether you feel ready to share your diagnosis with your employer.
If you are newly diagnosed, it can take time for you to process your diagnosis and it may be that you are not ready to share it outside of your circle of close family and friends. That is understandable and it is important for you to feel comfortable to share such sensitive and personal information. It may also be the case that you are not really impacted by your condition, so you choose not to share your disability
However, if you have been off work with symptoms, or having to take time off to attend medical appointments, your employer will already be aware that you have been experiencing health-related issues. In these instances, it may be that you feel okay to start a longer conversation with your employer and disclose your diagnosis.
Some people find it is better to disclose their MS diagnosis to their employers, using it as an opportunity to access the support they need and to educate others about the condition. It can be a very positive and empowering experience and can help to protect and assist you in the workplace.
Before you arrange to speak to work, it’s a good idea to prepare what you will say. It is important to remember that MS can be difficult for others to understand. You may need to explain exactly what it is and most importantly how it impacts you. Think of some examples of how it impacts you at work, including issues that are constant and those that fluctuate.
Consider taking some resources with you. MS-UK has a range of Choices booklets available which you can order copies of, print or read online. We also offer a range of free and paid for MS Awareness training which is helpful to anyone who wishes to know more about the condition and how it impacts individuals. This knowledge will help employers provide a greater level of support to their employees affected by MS.
Once you have decided what to say, the final consideration is who to tell. Typically, this would be your line manager as they will be the person who supports you from day to day. You can expect that they will need to tell the HR department, if one exists, or senior management, so that they can make sure you are properly supported. They may ask if you have, or will be, disclosing your MS to your colleagues. Do not feel obliged to do so. The choice is yours.
Just to reiterate – disclosure is a big step and one which is entirely your choice. You are not obliged to tell your employer about your MS diagnosis. However, it is worth considering as if they are not aware, they will not be able to support you.
It can be difficult to find the right work-life balance when living with a long-term condition, especially when symptoms can fluctuate from month to month, week to week or even day to day.
A survey conducted by MS-UK found that people living with MS generally find it difficult to get the balance right. The survey found that the most common way of managing work and life is to either reduce working hours, or by taking a hybrid approach, working part of the week from home. This may be particularly helpful as it will lessen the stress and challenges that you may face when commuting back and forth to the office.
While working from home is not available to all, if it is, it is very much worth considering. Some employers are happy for people to work solely from home, whereas others may suggest a hybrid approach, whereby a percentage of the week can be home working with the rest conducted in the office.
‘I have cut back on my hours. I now understand not to overdo it’
Achieving a work-life balance is more than just about being able to work from home. There are many other factors that play a part in achieving this goal. For example, ensuring an employee’s workload is appropriate, providing support for parents and those that care for others and making sure staff take breaks during the working day. It follows that the path to achieving an appropriate work-life balance is bespoke, tailored to the individual employee’s needs. This is especially so when considering the complexities and challenges that impact people affected by disabilities.
‘I no longer give my all to work but instead focus on time for myself and my family’’
There are a growing number of employers that recognise the importance of employees maintaining a healthy work-life balance, as it helps to reduce absences due to ill health, whilst increasing staff morale and productivity. For example, many companies, particularly larger ones, have implemented Employee Assistance Programs (EAPs) into their staff care packages. EAPs provide the employee with access to a wide range of support mechanisms to help them practically and emotionally. This can include support to devise and implement a plan, tailored to their needs, that is designed to promote a better work-life balance.
The Advisory, Conciliation and Arbitration Service (ACAS) have produced an informative guide to flexible working and work-life balance which is a ‘must-read’ for employees who are keen to learn more about how to achieve this, including looking at the pros and cons of different approaches and employer’s obligations.
We asked the MS community for their own experiences of achieving a work-life balance. The following are a selection of responses we received.
