A diagnosis of an Inflammatory Neuropathy can have significant impact on your day-to-day life, and that includes your work life.

These conditions aren't one size fits all. One person with a chronic condition like CIDP or MMN may require absences for ongoing treatment but require no other adjustment, another person may experience brain fog, exhaustion, or have limited ability to perform certain physical tasks.

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Similarly, an acute condition like GBS can leave residuals that impact manual or dexterous tasks, or even impact the ability to enter the workplace altogether.

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Let's look in this section at your rights, reasonable adjustments, meeting with your employer about return to work, and some other community sourced hints and tips to get your back into the work place.

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 Your legal rights as an employee 

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If you're living with a long term health condition like an Inflammatory Neuropathy, then you have a legal right to be protected from discrimination by both your employer, and other workers. ​This includes unfair dismissal or reassignment, and the right to be paid the same rate as if you did not have a health condition. 

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Your employer must make reasonable adjustments if your health is making performing your job difficult. "Reasonable Adjustments" isn't just an expression, it's a legal term and employers must show they have taken these steps. Prospective employers also have to provide these adjustments to allow you to apply for a job. 

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In some cases, an employer can dismiss you, but they must show they have taken all these reasonable steps to make the job accessible. 

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Your employer also cannot tell anyone about your health condition without your consent. Your colleagues may know you've been off unwell, or that adjustments are being made for you, but it is up to you to inform them if you so choose, or allow your employer to do so on your behalf.

 

Conversely, as an employee, there are some things you may have to do for your employer. 

 

• You have to clearly express your needs, adjustments, and accommodations - reasonable adjustments can't be made if you don't ask

• You have to make a good-faith attempt to complete your role as fully as you can to show adjustments are needed

• If asked, you may need to provide a doctor's note

• You may need to adjust reduced hours or changing in working conditions (within reason - if it can be seen as 'punishing' you, then you don't have to accept this)

• You will likely have to have regular check-in meetings with your line-manager, HR, Occupational Health to check your adjustments are working for both you and the company. 

 

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 Reasonable Adjustments 

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What is reasonable though? The employer must consider if the adjustment:

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• will remove the disadvantage

• is practical

• is affordable

• could harm others

The employer also does not have to change the basic nature of the job.

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Let's look at what Reasonable Adjustments may look like in the world of Inflammatory Neuropathies. 

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Change to work environment

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• Would a different office with less steps be better?

• Can disabled or reserved parking be created?

• Can a fridge for medication be put in place just for you?

• Can a ramp be added?

• Can lights above your desk be dimmed?

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Change to work equipment

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• Can a screen reader or hearing loop be implemented?

• Depending on your needs - can a standing desk, or wheelchair accessible desk be purchased? 

• Can large print documents be available? 

• Can bigger handles, or hand controls, be adjusted on vehicles/equipment?​​

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Change to working arrangement

 

• If the role is mainly IT or phone based, can the employee work part or full time from home?

• Can adjustments be made to account for absence, including paid time off for treatment (you cannot make an employee do extra work to make up for absences). ​

• Can a phased return to work be introduced? 

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Change to the role/tasks

 

• Can work be distributed differently in the team?

• Can another suitable role be found within the team?

• Can the current way of working look different? 

• Can a job share be introduced for certain elements of the role?

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Remember, Reasonable Adjustments are different for every type of job, it's important to think what your employer could do differently before setting up a meeting with them. Speaking of which, that's the next step!

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 Set up a meeting with your employer ​

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You've had your diagnosis, you know (roughly) what your treatment schedule is like if you're receiving treatment, and you have a good idea of your current abilities. 

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You now want to return to your job if you've been given time off, or you'd like to apply for a new one. First things first, it's time to schedule a meeting or interview. Talk to your current, or future, line manager/boss/employer to arrange a formal sit down to discuss your needs. 

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Know what you want to achieve​

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Now you have a date, it's time to think what you want to talk about. Bringing an agenda of points mean you wont miss anything if you get a little flustered on the day. So sit down, and consider what it is you want from the meeting. These are largely your reasonable adjustments:

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Adjustments to your work area - for example, you may wish to move to a ground floor office, talk about the installation of a ramp, look at how equipment can be adapted for use

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Permission for absences for treatment - if you're on a set schedule for IVIg, you may wish to bring that schedule or a note from a GP/Neurologist explaining the need for absence 

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A return, or start, on reduced hours - you might find starting or returning to a 9-5 immediately, isn't possible, so you could discuss phased hours until you feel comfortable going full time (if that is your goal - you may also want to discuss a possible job share)

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Reassignment - if you know your condition makes it impossible for you to return to your current role, would you be willing to retrain or work elsewhere in the organisations using the skillset you've developed? An employer does not have to grant this or create a role if it is not available. 

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A little understanding - you may just want to let your employer know what you've been through, and are going through, and for them to quietly have a word with your colleagues. Even if you're not having a big formal meeting, you're well within your rights to say, "I just don't want a big fuss". 

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What to take

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Relevant medical documents (copies) - if you have a note from your GP or neurologist, appointment letters, occupational health assessments, and more, it can be worth bringing along copies in a folder. You may not need them but it can be useful to have them to hand. 

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Support - If you're part of a union, you may wish to bringing along a representative to support you. They can take notes, give advice, or just be moral support. You may also, in some cases, be able to bring in a trusted colleague - though do enquire first.

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A positive attitude - yes, it's a little cliched to say, but please try not to be nervous about this meeting. Most (and we know not all) employers are understanding and happy to support a good employee like you. Having all of the above just makes sure everything is done by the book and protects both you and the organisation. 

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In the meeting ​

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Refer to your agenda - it can be easy to get side-tracked. Don't be afraid to bring the conversation back to the topic at hand. 

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Remember your rights - Reasonable Adjustments must be made, or all reasonable steps towards an adjustment must be made. 

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Take notes to refer back to, and if possible, record the meeting - the employer is not obligated to allow this though

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Get any decisions and reasonable adjustments in writing - Your employer may send you these after the meeting in a formal email/letter. 

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Set a timescale - when will the adjustments be made, if you're planning to return on a staggered basis, what does this look like? When will you meet again? 

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Post-Meeting

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Make sure you receive confirmation - if you were to get any decisions in writing, make sure these are delivered.

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Speak to a trusted colleague - talk to a friend at work to check your understanding of the conversation

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 Useful links for your and your employer ​

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You can reach out to Inflammatory Neuropathies UK to discuss the impact these conditions can have. For specialist support look to:

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Acas

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Citizens Advice: England, Scotland, Wales, N. Ireland

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Equality Act 2010 

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SCOPE

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The Health and Safety Executive (HSE)

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Trade Union Information

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