From time off to attend appointments to quiet spaces at work, we’re outlining your rights when it comes to reasonable adjustments to support your mental health in the workplace

Returning to work after you have been signed off for mental health reasons, or opening a discussion with your employer about ways they can support you, should be something you feel comfortable and confident doing. But that’s not always the case.

According to YouGov research by YuLife, the majority of employees don’t feel that their employers are supporting them back to work. According to the survey of 1,003 employees, 52% of those who have experienced an illness or injury lasting more than two weeks said that their employer did not help with their recovery and return to work.

At the same time, 50% of employees think that their employer is responsible for offering them tools and support to achieve their health and wellbeing goals. Legally speaking, employers do have a responsibility to support employees' health and wellbeing – yet the survey insight suggests that this is not always happening.

Findings from the Business Disability Forum’s ‘The Great Big Workplace Adjustments Survey 2023’ found a similar trend when investigating adjustments for disability. Only one in 10 employees said that it was easy to get needed adjustments and, for one in eight, these adjustments took over a year to process.

However, the research also found that managers feel more confident talking about, and making, adjustments to an individual’s role than they did in 2019 – and 81% said it was ‘a lot easier to make adjustments when an employee tells them they have a disability or condition.’

With all that in mind, it’s important to understand what you are entitled to, and also to have an idea in mind of what adjustments would make a difference in your wellbeing and ability to perform in your job role. So, let’s get stuck in.

50% of employees think that their employer is responsible for offering them tools

First things first...

A mental health problem can be classed as a disability under the Equality Act 2010. In order to qualify for this, the problem will have a substantial, adverse, or long-term impact on your ability to carry out day-to-day activity.

According to the charity Mind, you will need to show that your mental health problem:

  • Has more than a small effect on your everyday life
  • Makes things more difficult for you
  • Has lasted at least 12 months, or is likely to last 12 months. Or, if your mental health problem has improved, it is likely to recur

If you think you may be covered by the Equality Act, your GP may be able to help you gather evidence for this. It’s then up to the courts to individually assess each case, but if you are covered you are then entitled to reasonable adjustments.

What are reasonable adjustments?

Reasonable adjustments are things that your employer can do to reduce the disadvantage that you may have due to your disability. What this looks like will be specific to the individual and the job that they do, but reasonable adjustments cover any area of work and are for both physical and mental health conditions.

You can make a reasonable adjustment request at any time during your employment, or following a job offer. And if an employer fails to make reasonable adjustments, the employee could make a claim to an employment tribunal.

Reasonable adjustments for mental health conditions

Here, we’re sharing some common reasonable adjustments for mental health conditions. Keep in mind, this list is not exhaustive – and, ultimately, what is and isn’t deemed a reasonable adjustment is entirely dependent on the individual and their workplace.

ADHD

  • Provision of a quiet space to work with a door that can be closed.
  • Working away from distractions or working from home.
  • Use of noise-cancelling headphones to aid with distractions.
  • Flexible arrival times.
  • Use of specialist time and calendar management tools.
  • Work in ‘blocks’ in order to provide opportunities for hyperfocus. Request no disturbances during this time.
  • Clarity around priorities in order to aid organisation.

Stress and anxiety

  • A flexible approach to start and finish times.
  • Phased return to work following time off.
  • Regular breaks.
  • Home working.
  • Job sharing or a job bubby/mentor.
  • Personal working space.
  • Quiet working environment.
  • Providing reserved parking.
  • Offer mediation if issues arise.

Reasonable adjustments are things that your employer can do to reduce the disadvantage that you may have due to your disability

Depression

  • Plan to use annual leave throughout the year for short breaks.
  • Allow the individual to attend medical and counselling appointments during work hours.
  • Private spaces to be used when needed.
  • Put a plan in place to manage recurrence of mental ill-health.
  • Create an ‘early warning system’ to spot changes in behaviour.
  • Increase the frequency of one-to-one meetings with the manager.
  • Permission for support system to be contacted during work hours.

OCD

  • Team and management understanding of OCD behaviours.
  • Flexibility around working hours.
  • Dedicated working space.
  • Sharing duties.
  • Home working.
  • More notice of work or project deadlines.
  • Planning downtime in work schedules and rotas.

Bipolar disorder

  • Time off to adjust to changing medication
  • Temporary reduction or changes in working hours
  • Work mentor/buddy
  • Written job instructions.
  • Positive, as well as negative, feedback during reviews and appraisals.
  • Time off during working hours for specialist appointments.

For more information on reasonable workplace adjustments, visit gov.uk. For support with your mental health, speak to your GP or connect with a counsellor on the Counselling Directory.