Employment, Disability Legislation & Benefits
1
Thank you to everyone who came to our meeting on 22nd February, our topic was Employment, Disability Discrimination & Benefits. This is what we discussed….
Employment
Having a regular income is important to our quality of life and gives us freedom.
It is common for adults with ADHD/ADD to frequently change jobs
We also change our career path often
Having a job can really help ADHD/ADD as we are busier and have more
structure to our life.
Having a career is really important to us
Neurodiversity
We discussed Neurodiversity which is a term used to define people with neurological
differences as having a different ability rather than disability.
Neurodiverse refers to people with neurodevelopmental disorders such as Dyslexia, Dyspraxia, ADHD, ADD, Dyscalculia, ASD, Asperger’s etc. A term used for ‘normal people’ not on the autistic spectrum is Neurotypical.
10% of people are Neurodiverse.
Exceptional people have high tendency to be Neurodiverse e.g. Entrepreneurs,
Investors, Inventors, Scientists, Comedians, Artists....etc.
Harness the strengths vs. support the weaknesses.
Many people use their ADHD/ADD to benefit their job.
Neurodiverse people may require a different way of working to excel.
With the right help and support we can find the right way of working and the best
roles suited to us.
Employment, Disability Legislation & Benefits
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ADHD/ADD Issues we have at work
Punctuality.
Forgetfulness.
Prioritization.
Time management.
Collaborating.
Anger / Meltdowns.
Interpersonal Skills.
Presentations.
Written and verbal communication.
Saying YES too much and taking on too much.
Productivity.
Procrastination.
Medication.
Sleep / energy levels.
Disruptive / interrupting.
Fidgeting / staying still.
Tips for dealing with ADHD/ADD at work
Say NO to extra work if you are taking on too much.
Ask for flexitime / make up time.
Carpool / have a travel work buddy.
Using instant messaging instead of email.
Voice recognition dictation software.
Personal recorder.
Learn to touch type.
Learn Shorthand.
Take screen breaks and walk around.
Work from home.
Work in own office / cubicle.
Deal with people on our terms (eg. all queries to be in writing.)
Have own desk away from co-workers giving you ability to fidget without
disturbing others.
More time to do tasks.
Allowed to doodle in meetings.
Use fidget toy.
Employment, Disability Legislation & Benefits
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The Equality Act 2010
ADHD is covered as a disability.
Having an on-going illness lasting over 1 year is covered as a disability.
Employers have a ‘duty of care’ to provide reasonable adjustments for
ADHD/ADD from the first day of work.
Reasonable adjustments are not to give advantage but to create a level playing
field and remove barriers from doing the job. People in wheelchairs are not given
easier work to do, they are given a ramp. As ADHD/ADD is a hidden disability
think of adjustments as a metaphoric ramp!
Sick Days
Sick days due to ADHD/ADD should be counted on separate list to ‘normal’ sick
days (eg influenza).
Sick days due to ADHD/ADD should not be held against you on our record in
terms of disciplinary / pay reviews.
Procedure for discussing a disability
If you declare ADHD as a disability then there is a set procedure to follow that gives
you protection and a voice.
You can request reasonable adjustments in writing to your employer to make it
clear that ADHD is covered as a disability.
It’s recommended to have all meetings about ADHD/ADD to be annotated with
minutes. Everything that is discussed should be in writing.
If they fail to provide reasonable adjustments write to them asking for ‘substantial
justification’.
If you feel you have been discriminated against then you can raise a ‘grievance’ /
‘appeal decision’ with your employer.
You are entitled to have meetings with your employer accompanied by union
representative or a co-worker.
Do not resign due to your ADHD/ADD!
Should we disclose?
Disability advisors recommend disclosing.
Disclosing can stop problems before they develop.
There is a stigma associated with ADHD/ADD due to poor awareness, weigh up
positives and negatives.
Speak in confidence, only people that need to know should be told. At large
organisations you can disclose on the application form and only deal with
Occupational Health with only the final report going to HR and a line manager.
Remember derogatory comments about ADHD/ADD is discrimination!
Employment, Disability Legislation & Benefits
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Benefits
Benefits available to help Adults with ADHD/ADD
Employment Support Allowance (ESA)
Disability Living Allowance (DLA)
Tax Credits
Remember this is assessed on an individual basis and you are not automatically entitled to these benefits. Benefit medical interview tips
Bring a family member or partner who knows you well to accompany you.
Make sure they have a knowledge of your condition and what you what to
say.
Record the interview or take notes.
The company ATOS who are likely to interview you has been reported to have
limited experience in ADHD/ADD so do your research first, know your
condition and your rights.
Organisations that can help
The Federation of Disabled People
www.bhfederation.org.uk
Citizens Advice Bureau
www.citizensadvice.org.uk
We have found Brighton Housing Benefit team to be very supportive in
regards to ADHD/ADD
www.brighton-hove.gov.uk/index.cfm?request=b1114264
Neurodiversity Occupational Healthwww.key4learning.com
Join a Unionwww.tuc.org.uk/tuc/unions_main.cfm
Community Legal Advice (Legal
Aid)http://www.direct.gov.uk/en/Dl1/Directories/UsefulContactsByCategory/Go
vernmentcitizensandrightscontacts/DG_195356
Equality and Human Rights Commissionwww.equalityhumanrights.com Anything else that helps you and might help others?email us and let us know! The ADHD team www.adhdbrighton.org.uk [email protected] follow us www.twitter.com/adhdbrighton www.facebook.com/adhdbrighton
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