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Invisible Disabilities Week | Consensus HR in Herts & Beds

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Did you know that the 20th – 26th October was Invisible Disabilities Week:

Invisible Disabilities Week—

A vital opportunity to bring awareness to disabilities that may not be outwardly visible yet impact the lives of millions. At Consensus HR, we’re dedicated to fostering inclusive workplaces where everyone feels understood and valued, regardless of visible or invisible conditions.

What Are Invisible Disabilities?

 Invisible disabilities include a wide range of physical, mental, and neurological conditions that may not be immediately apparent to others. These can range from chronic pain and fatigue to mental health disorders and neurological conditions. According to research, nearly 1 in 5 people in the UK live with a disability, and a significant portion of these disabilities are not outwardly noticeable.

Invisible disabilities can include:

  • Chronic Illnesses (e.g., lupus, diabetes, chronic fatigue syndrome)
  • Mental Health Conditions (e.g., anxiety, depression, bipolar disorder)
  • Learning Disabilities (e.g., dyslexia, ADHD)
  • Neurological Disorders (e.g., autism spectrum disorder, multiple sclerosis)
  • Chronic Pain and conditions that cause fatigue or mobility issues.

Why Raising Awareness Matters:

 Invisible Disabilities Week highlights the importance of empathy and understanding, particularly in workplace settings where traditional accommodations might not apply. Many people with invisible disabilities face unique challenges, including misunderstandings from colleagues and employers who may not recognise their specific needs.

For businesses, understanding and supporting employees with invisible disabilities is essential. Research has shown that inclusive workplaces are not only more supportive but also benefit from enhanced creativity, reduced absenteeism, and a stronger sense of community.

How HR Can Support Employees with Invisible Disabilities:

At Consensus HR, we believe that supportive HR practices are at the core of a successful, inclusive workplace. Here’s how HR can play a crucial role in supporting team members with invisible disabilities:

  1. Encourage Open Dialogue: Creating a culture where employees feel safe to disclose their disabilities is crucial. Managers and HR teams should foster open discussions about disabilities and encourage employees to share any accommodations that may help them work comfortably and effectively.
  2. Provide Reasonable Adjustments: These may include flexible working hours, altered responsibilities, and providing ergonomic support. Each person’s needs are unique, and a tailored approach can make a significant difference.
  3. Educate and Train: Providing training sessions for employees on invisible disabilities can improve understanding and reduce stigma. When employees understand the struggles that colleagues may face, they are more likely to offer support and empathy.
  4. Stay Informed on Legislation: Employers should stay up-to-date with disability discrimination laws and best practices to ensure compliance and support. For more information on the legal aspects, you can visit GOV.UK Disability Rights.
  5. Promote Mental Health Resources: Offering mental health support and resources shows employees that they are valued, which is especially important for those whose disabilities may impact mental health. Organisations like Mind UK provide excellent resources for mental health support.

Get Involved and Spread Awareness:

 Invisible Disabilities Week is a reminder to practice patience, empathy, and understanding. If you’d like to learn more or get involved, visit the Invisible Disabilities Association to find resources and information.

Creating a supportive environment starts with awareness, but it grows through consistent action. Let’s work together to ensure every employee feels valued and supported. For more information on how Consensus HR can help your business develop inclusive, supportive HR practices, visit www.consensushr.com.

Consensus HR is committed to providing expert HR solutions that foster supportive, inclusive, and productive workplaces across industries. Contact us today to learn how we can help your business navigate and support all team members, visible and invisible alike.

 

Consensus HR in Herts & Beds
Invisible Disabilities Week | Consensus HR in Herts & Beds
Consensus HR in Herts & Beds
Consensus HR in Herts & Beds
Consensus HR in Herts & Beds

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FAQ – 6 – What counts as a disability?

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Matthew Pinto-Chilcott – Owner of Consensus HR comments: “This is a question we get asked by our current and passed clients quite frequently and especially when a member of the team may not be performing to the standard they expect.  Business owners, managers and members of the team should never make assumptions, however easy it may seem, as an employee may have an invisible disability such as Multiple Sclerosis and the employee does not wish to make it public.  Business Owners and Managers can only help employees if they are made aware of what the disability is so that they can make any reasonable adjustments needed but this can only be done if the employee consents to the business obtaining the professional information needed from a Doctor or Consultant.  Many employers however, depending on the culture of the company worry that should they tell their employer or consent to them getting medical advice that their employment will be made harder or may even seize.  Businesses need to understand that by not managing this correctly could result in severe consequences such as constructive dismissal, discrimination, bad reputation, poor moral and motivation and extremely high financial awards from an Employment Tribunal (ET) from day one of employment.”

 

ANSWER:

Recognised Disabilities are continually changing and what is legally classed as one needs to be fully investigated to check on current law and any recent cases that have taken place.

You’re disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.

What does ‘substantial’ and ‘long-term’ mean

  • ‘substantial’ is more than minor or trivial, eg it takes much longer than it usually would to complete a daily task like getting dressed
  • ‘long-term’ means 12 months or more, eg a breathing condition that develops as a result of a lung infection

There are special rules about recurring or fluctuating conditions, eg arthritis.

Progressive conditions

A progressive condition is one that gets worse over time. People with progressive conditions can be classed as disabled.

However, you automatically meet the disability definition under the Equality Act 2010 from the day you’re diagnosed with HIV infection, cancer or multiple sclerosis.

What isn’t counted as a disability

There’s guidance on conditions that aren’t covered by the disability definition, eg addiction to non–prescribed drugs or alcohol.

If you have reasons / concerns for an employee and their ability to perform a role, you should seek HR advice immediately who will arrange the relevant best practice / law Policies and Procedures to be followed; such as consent to write for advice / suggestions to a medical professional.  No employer should make assumptions as it could result in a very costly penalty financially and impact on the reputation of the company.

If you wish to discuss how best to manage this due to a concern you have, do not hesitate to contact us.

Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

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This is a question that we get asked a lot and especially when a member of the team is not performing and is ill and needs to be managed correctly with no assumptions made. Employers need to act correctly and compassionately should the need arise.
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