The Equality Act says that employers should think about making reasonable adjustments if you are at a major disadvantage compared to other people who do not have a mental health problem.
The type of adjustment (or change) that you agree will vary depending on your role, the size of your organisation and your individual needs.
Although the law is there to protect you from discrimination your employer's duties are based on them knowing about your disability. If you choose not to disclose fully to your employer, you can still talk about things that are making your job difficult, such as workload, communication and your working environment.
Workplace adjustments can be temporary or made on a permanent basis. A few examples of changes that might help
- Extending flexible working policies to allow you to commute outside of rush hours
- Being allowed to take time off work for appointments
- Changes to your working area
- Allowing you to work at home on occasion if this is helpful
- Temporarily re-allocating tasks you find stressful and difficult
Rethink Mental Illness
Rethink Mental Illness has a practical guide to reasonable adjustments and support in the workplace for anyone with a mental health problem who is preparing to work, or is in work currently.
Mind gives advice on the types of reasonable adjustments you can ask your employer to make with an example of a draft letter.
Returning to work
Make use of any support your employer offers whilst you are off sick and when you return to work.
You may want to discuss with your manager reasonable adjustments and other options such as returning to work gradually, scheduling regular catch ups and completing a Wellness Action Plan
Mind has a useful section on How to be mentally healthy at work which includes information on returning to work.
Carla discusses returning to work after mental illness
Katie also discusses her experiences of returning to work after being in hospital with bipolar