Under the 2010 Equality Act, employers should make reasonable adjustments to the workplace and working practices or arrangements, so that a disabled employee or job applicant is not at a disadvantage.
Make sure changes do not cause resentment amongst other staff by including reasonable adjustments for disability and long-term conditions in your sickness policy and by fostering good communications amongst colleagues.
To optimise their available energy, consider allowing a person with M.E. to:
Small modifications to the working environment can also make a big difference. Examples might include:
Where employees experience cognitive problems as part of their M.E. it can be helpful to ensure that they receive notes or a summary of meetings wherever possible, and provide written as well as verbal instructions.
Reasonable adjustments may also include modifying workloads and/or physical tasks. Re-assigning tasks to another member of staff on a temporary or permanent basis can ease pressure and may help to reduce the need for time off. This may lead to a discussion about who else needs to know about your employee’s situation.
Documenting decisions made about the role of the employee, their working environment and any reasonable adjustments, is very important. For example, make it clear to your employee if there would be any adjustments to pay or benefits if their workload is reduced.
Regular performance reviews provide an opportunity for both employer and employee to discuss whether the workload and hours are sustainable.