In the workplace: Considering mental health as a disability

03 Dec 24

Did you know that if you have a mental health condition that impacts your normal day-to-day activity, and this impact is long term, then this can be considered as a disability?

A paper cut-out of a silhouette of a head on a black table, with an outline of a brain with words inside including "Mental Health", "love", "hope", "positive" and more. Ribbons of different colours are facing the cut-out head.

This month is Disability History Month, a time to raise awareness about equality and human rights for disabled people.

People can have various mental health conditions that can affect their personal life and employment. One in four people experience a mental health condition, and sometimes this can require long-term support.

There are a range of mental health conditions which can lead to a disability, such as anxiety, depression, dementia, bipolar disorder, obsessive compulsive disorder and schizophrenia.

This year’s theme is “Disability Livelihood and Employment”.

How do I know if my mental health condition is considered a disability?

Harper has had depression for over 12 months. This can cause her to feel very down and low on energy, making it difficult to get washed and dressed, do household chores or participate in social activities. This is counted as a disability as this is long term and has an adverse effect on her ability to carry out normal day-to-day activities.

Mental health conditions are often called non-visible disabilities, as they may not be immediately noticeable to others. We understand that the idea of disclosing mental health problems to your employer can be worrying.

However, there is plenty of support out there to help you in your workplace.

How Harper’s employer can support her in the workplace

Since Harper’s condition is considered a disability, she is protected by the Equality Act 2010, meaning that it is against the law for employers to discriminate against her because of her disability – for example, they cannot dismiss her simply on the grounds of having depression.

Her employer can have an open and supportive discussion with Harper, to determine what kind of reasonable adjustments they can make to support her condition and make sure that she isn’t at a disadvantage at work. This could include:

Flexible working hours: For example, Harper may find that working part-time can help her to complete her work well and manage her depression.
Time off for treatment: Harper’s employer can allow her time off work to attend therapy for her condition.
Changes in her physical environment: Harper’s employer could provide a quiet space for her to take breaks. This way, she has somewhere to go when she feels particularly affected by her condition.

What if the help I need isn’t covered by my employer’s reasonable adjustments?

In this case, you may be able to get help from Access to Work. For example, you may be able to get support from a mental health professional or receive a grant to help pay for things such as specialist equipment, workers to support you such as a travel buddy, and physical changes to your workplace.

Related Pages

In the workplace: Considering mental health as a disability