Change to your job, your place of work or a new process might make you anxious. Discussing the change with your co-workers, line manager or someone you trust can make things easier. Change can also mean new opportunities like a promotion or more responsibility.
Change could include:
having to travel more
having new duties
reporting to a new manager
learning a new IT system or software, like a new operating system
Discussing change as early as possible will make it easier for you to adapt and for your organisation to make any workplace adjustments.
ask a manager to explain the change to you
talk to someone at work who you trust
meet your union representative
volunteer to help test new processes or software
If you are asking for a workplace adjustment, you have the right to have someone with you in meetings, such as a colleague or union representative. This could be for note taking, emotional support or explaining your rights.
A change may create barriers to you doing your job. For example, a new office may need not be as accessible or you may need different lighting. A new manager may not be aware that you prefer a set work routine or that you need time off for regular medical appointments.
It’s your choice if and how you talk about your condition at work. But if you have, your employer must make reasonable adjustments for you in line with the Equality Act 2010. There is no set definition of what is ‘reasonable’. It depends on the job, your condition and the employer.
Always keep copies of any letters, emails or notes on conversations about adjustments at work. If your employer does not make adjustments that you asked for, or delays making adjustments, this can be discrimination.
If your employer is unaware you’re disabled, it's harder for you to claim workplace discrimination.