The idea of talking to your employer about axial spondyloarthritis, chronic pain and fatigue can be a scary prospect. It was for me, but as I described in last week’s article, talking to my employer about my AS, how it affected me and what I needed to help succeed at work turned out to be one of the best decisions I ever made. In this article I wanted to share some advice based on my experiences, and I hope that it helps if you are unsure about what to do.
Looking back on it, it seems amazing to me that it took several years after my diagnosis of axial spondyloarthritis for me to realised that the word “disabled” applied to me. Even though I was in pain and fatigue every day, even though I sometimes needed a crutch to walk and sometimes had flareups where I couldn’t walk at all, it literally never even occurred to me that I had a medical disability. No doctor had ever told me I had a disability, and I used to think the term was reserved exclusively for people whose disabilities were visible and obvious, like wheelchair users.
It’s important to say that I mean strictly in a technical and legal sense. I don’t consider myself as less able to achieve my life goals (it just might take me a lot longer than others, or I might have to change my goals), and I think it’s right that people with AS do not consider themselves as less able.
But when it comes to talking to your employer about AS, one of the biggest things that helped me was to realise that AS is a medical disability. This is important because it gives you rights under the Equality Act. It is against the law for an employer to discriminate against you because of your AS, and they have a responsibility to make reasonable adjustments to support you.
Here are some more tips that I wish I knew earlier:
- Become comfortable with saying things like “I have pain every day”, “I have a disability” or whatever phrases you need to say to communicate what you really feel like on a bad day at work. Say them out loud, just to yourself to begin with.
- Read the NASS Guide called “Managing my axial SpA (AS) at work”. It includes some great information about your rights under the Equality Act.
- While you’re there, get a copy of the “NASS Guide for Employers”. Ideally, get a physical copy (you can ask NASS to send you one). Having a physical publication from an organisation like NASS is incredibly helpful. It makes AS a real thing, a real medical condition, backed by medical science and research, not just words that you’re saying. For me, it relieved a lot of the stress and worry about not being believed or taken seriously. It’s also a subtle way to remind your employer that you have rights under the Equality Act without you having to actually say so, which can be awkward to bring up in conversation without sounding confrontational.
- Give the NASS Guide for Employers to your line manager or HR manager, and ask for a meeting after they’ve had a few days to read it. Ideally, if it’s possible to arrange a meeting on short notice (on the same day), take this meeting on a good day, when you’re feeling positive and more able to communicate your thoughts and feelings.
- Frame the purpose of this meeting in a positive way, by explaining that you are approaching them in order to make you more productive, more engaged and more efficient at your work, because you want to help yourself and the business succeed. Don’t frame it in a negative or confrontational way.
- Make the argument that if you can get a better chair, a standing desk, more flexible hours, extra breaks to rest, ergonomic equipment, a change in role, a different work environment, working from home, or whatever it is that you need that is reasonable, these things will make you happier at work, which actually makes you a better and more productive employee, which helps the business.
- The Equality Act gives your employer a duty to make reasonable adjustments to support you, but be mindful that the term “reasonable” is open to interpretation and can vary from employer to employer. A small company may have a limited budget, and may not be able to afford certain changes or be able to be as flexible as you want. On the other hand, for a large company, a fancy chair is an almost insignificant expense. Either way, make your employer look at these things as an investment – if they spend £800 on a great chair which makes you 5% more productive, it’s a no brainer – over time you will make the company back much more money than they spend!
- Your employer should be aware of schemes like Access To Work, which can provide funding for employers to purchase equipment such as ergonomic chairs and standing desks. If they aren’t, take the opportunity to do a little research and send it to your manager or HR department. This shows that you are being proactive, that you are coming from a desire to help both you and the business, and that you are willing to work with them to figure out solutions.
Finally, if you’re really struggling with work (or if you’re looking for work), it’s worth asking yourself what job would really make you happy. It’s much easier to motivate yourself to work when it’s something that you’re passionate about, even if it earns you less money. I ended up leaving my job to start my own company, so that I could create a 3D symptom diary app called Chronic Insights, because I realised that helping others who had chronic pain was what I was most passionate about, and that passion was the one thing that would make me get up and work, even on bad days.
James is a blogger, activist and app developer. You can find out more by visiting his website or by following him on Instagram
