How to Talk to Your Employer About Immune-Related Absence

Why this matters

Without disclosure, absences and reduced performance have no context and may be misread as lack of commitment. Disclosure may activate legal protections under the Equality Act 2010 where the condition meets the legal definition of disability. Understanding how to approach the conversation could make a noticeable difference.

Should disclosure happen at all

Reasons to consider disclosing include accessing workplace adjustments, triggering legal protections, reducing the stress of concealing a condition, and providing context for absences. Reasons that might lead someone not to disclose include concerns about discrimination despite legal protections, career impact, preference for privacy, or a condition that’s well-controlled with minimal work impact.

A middle ground worth considering is selective disclosure: telling HR or a direct manager without informing the wider team or disclosing that a health condition requires flexibility without sharing diagnostic details.

How to approach the conversation

It may be worth thinking about who to speak to first. A direct manager is often a natural starting point, but if there are concerns about their reaction, going to HR first is a reasonable alternative to consider. Requesting a private meeting at a calm moment, rather than raising it during a busy or stressful period, tends to work better.

Preparing what to say in advance may help: a brief explanation of the condition, how it affects work, what adjustments might help, and a statement of commitment to the role. A practical framing to consider might be: "I have a condition that sometimes causes flares and medical appointments. I’m committed to my role and would like to discuss flexible arrangements to help me manage absences effectively."

Framing the conversation around solutions rather than difficulties could be more productive. The aim is to explain what might help with continuing to perform well, not to catalogue everything that’s difficult. Bringing a brief letter from a GP or specialist confirming the condition and suggesting adjustments could give the conversation a clinical basis without requiring excessive medical detail.

What does not need to be shared

Full medical history, prognosis, medication details, and private aspects of the condition that don’t affect work don’t need to be disclosed. It’s reasonable to set boundaries: "I prefer not to discuss the condition in detail, but I’m happy to explain what adjustments might help."

Handling employer responses

Responses vary and knowing how to navigate each one helps.

• If supportive: it may be worth confirming any agreed adjustments in writing, agreeing on a review period, and keeping communication open as needs change
• If uncertain: providing brief information about the condition and suggesting a trial period for any adjustments may help move things forward. It could also be worth mentioning that Access to Work funding exists and may be able to cover some costs
• If resistant: it may be helpful to revisit the legal obligations that exist under the Equality Act, and to consider whether involving HR might be useful if the direct manager isn’t engaging. Seeking independent guidance from sources such as ACAS is also worth considering
• If discriminatory: keeping a record of what’s happened, exploring the employer's formal grievance procedure, and seeking independent advice from ACAS, a union, or a legal professional are all options worth exploring

What could help

• It may help to decide in advance how much detail to share and what adjustments to ask for, so the conversation has a clear purpose
• Confirming any agreed adjustments in writing afterwards is worth considering
• Tracking absences and their patterns over time means that if formal processes are triggered, there’s a clear and documented picture to refer to

This article is for general information purposes only and doesn’t constitute legal, financial or benefits advice. For advice specific to your situation, please speak to a qualified professional or contact an organisation such as Citizens Advice, who may be able to assist you further.

References:

‘Disability discrimination’ (2024) https://www.acas.org.uk/disability-discrimination

‘Equality Act 2010’ (2010) https://www.legislation.gov.uk/ukpga/2010/15/contents

‘Creating Absence Policies’ (2023) https://www.acas.org.uk/absence-from-work