Chronic Illness in the Workplace: Finding the Strength to Ask for Help

Living with a chronic illness often means balancing two worlds: the invisible battle with your health and the external demands of work. In competitive and stressful environments, it’s easy to feel like asking for help could make you seem weaker or less capable. But let’s reframe that—it’s not about weakness; it’s about ensuring you have the support you need to continue contributing your skills and thriving in your role.

Asking for help isn’t easy, but you have rights, resources, and steps to take that can make the process less daunting—and you don’t have to navigate it alone.

Your Legal Rights: The Safety Net That’s Always There

Here in the UK, the Equality Act 2010 exists to protect you. If your chronic illness has a long-term impact on your ability to perform day-to-day activities, it’s considered a disability under the law. This means you are entitled to reasonable adjustments at work to help you do your job effectively. These aren’t “special favours” but legal protections designed to create a fair and supportive workplace.

Additionally, the Access to Work Scheme can help fund practical support, such as specialist equipment, transport costs, or even workplace coaching. It’s a safety net designed to ease the pressures of balancing work and health.

Reasonable Adjustments: Small Changes, Big Impact

Adjustments don’t have to be complicated or disruptive—they just need to work for you. Examples include:

• Flexible Working Hours: Starting later in the day to manage fatigue or finishing earlier to attend medical appointments.

• Remote Working: If commuting is draining, working from home could make a huge difference.

• Ergonomic Equipment: Simple changes like a supportive chair, adjustable desk, or specialised tools can reduce physical strain.

• Extra Breaks or Rest Spaces: A quiet room where you can rest if symptoms flare up.

• Task Adjustments: Swapping certain responsibilities or reallocating more physically demanding tasks to colleagues.

These changes can help protect your health while allowing you to continue contributing at work. And remember—employers are required by law to provide these adjustments if they’re deemed “reasonable.”

Approaching Your Employer: A Difficult but Empowering Conversation

Let’s be honest—starting the conversation about your health with an employer is nerve-wracking. You might fear being judged, misunderstood, or even overlooked for opportunities. That fear is valid, but it’s important to remember that the law is on your side, and being proactive can lead to a more supportive working environment.

Tips for Starting the Conversation:

1. Prepare Yourself Emotionally

   Acknowledge that it’s okay to feel vulnerable. Asking for help isn’t a sign of failure; it’s a sign of strength and self-awareness.

   “I’m not asking for less responsibility—I’m asking for the right tools to succeed.”

2. Choose the Right Time

   Arrange a private meeting with your manager or HR. Timing is important—avoid high-stress periods or situations where your concerns could be brushed aside.

3. Be Honest, But Focus on Solutions

   Share only what you’re comfortable with, but frame your condition in a way that focuses on what you can do with the right support. For example:

   “I have a long-term health condition that sometimes impacts my energy levels. With small adjustments, I’m confident I can continue performing at my best.”

4. Bring Documentation

   Get a GP letter or occupational health report can provide clarity and reinforce your needs. It can also take the pressure off you to explain everything yourself.

5. Follow Up in Writing

   After your meeting, send an email summarising what was discussed and agreed upon. This creates a record and ensures everyone is on the same page.

   
   

Example Conversation Starter

"I wanted to have a quick chat about how we can work together to ensure I can continue performing my role effectively. I’ve been managing a chronic illness that sometimes affects my day-to-day routine, and I think a few small adjustments could make a big difference."

Returning to Work After Time Off: Rebuilding Confidence

If you’ve taken time off due to your health, returning to work can feel overwhelming. You might worry about how colleagues will perceive you or whether you’ll be able to keep up. These feelings are completely normal, but a supportive return-to-work plan can help ease the transition.

Phased Return Plan

A phased return allows you to gradually build back your stamina while adapting to work demands. For example:

• Week 1: Work three half-days to ease back in.

• Week 2: Add an extra day or increase hours slightly.

• Week 3 onwards: Continue building up to your usual schedule.

  
  

Regular Check-Ins

Ask for short, regular meetings with your manager during your return. These allow you to discuss what’s working, make any necessary tweaks, and feel reassured that your concerns are being heard.

Example Conversation Starter

"I’m really looking forward to returning to work, but I’d like to suggest a phased return to ensure I can build up my stamina while continuing to contribute effectively. Could we explore a plan that works for both of us?"

Handling Resistance: When It Feels Like No One Understands

Despite the legal protections in place, not all employers are immediately understanding. If you encounter resistance, it’s important to remain calm and assertive.

What You Can Do:

1. Emphasise Collaboration

   Explain how adjustments will help both you and the company. For example:

   “With these changes, I’ll be able to manage my symptoms better, which will reduce the likelihood of absences and improve my productivity overall.”

2. Involve HR or a Union Representative

   If your manager is unsupportive, HR can often mediate. Union representatives can also provide legal advice and advocate on your behalf.

3. Seek Outside Support

   Organisations like ACAS and Disability Rights UK offer free advice and guidance if your employer is refusing reasonable adjustments.

   
   

Remember

You are not asking for charity or favours. You are exercising your right to a fair and inclusive workplace. Asking for help is not just for your benefit—it’s also about ensuring your employer gets the best from you.

A Final Thought: Be Kind to Yourself

Asking for help at work isn’t easy, especially when you’re battling the internal pressure to “keep up” and the external demands of the workplace. But you deserve to work in an environment that supports you, and taking that first step—however small—is an act of courage. Your health is not a weakness; it’s part of what makes you resilient, adaptable, and uniquely qualified to face challenges head-on. "So, dear reader, be kind to yourself and ask for help—it could be a game-changer."