A guide for employers and managers on how to support employees with Irritable Bowel Syndrome
What is IBS and how does it affect employees?
Irritable bowel syndrome (IBS) is a common condition that affects the digestive system. The NHS estimates that 13 million people in the UK suffer from IBS. It causes symptoms such as abdominal pain, bloating, diarrhoea, constipation, and flatulence. The severity and frequency of these symptoms vary from person to person, but they can be triggered by stress, food, or other factors. IBS can have a significant impact on the quality of life of people who have it, affecting their physical, mental, and social well-being.
Employees with IBS may face challenges at work, such as difficulty concentrating, reduced productivity, increased absenteeism, and stigma or discrimination. They may also need to take frequent breaks, adjust their working hours, or request flexible working arrangements to cope with their condition. Some employees may not feel comfortable disclosing their condition to their employers or colleagues, or may not receive adequate support or understanding from them.
Why is IBS a disability?
According to the Equality Act 2010, a disability is a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.
IBS can be considered a disability under this definition. It can limit a person’s ability to perform tasks such as eating, travelling, working, or socialising. However, not everyone with IBS will qualify as disabled. It depends on the individual circumstances and the impact of the condition on their daily life.
Employers have a legal duty to make reasonable adjustments for employees who have a disability, or who are likely to have a disability in the future.
This means that employers must take steps to remove or reduce any barriers that prevent employees with disabilities from doing their job. Including accessing the same opportunities as colleagues without disabilities. Reasonable adjustments can include changes to the physical environment, the way work is done, or the provision of extra support or equipment.
Understanding IBS as a disability can be complex. Let Metis HR support you through the legalities and practical steps. Call Metis HR on 01706 565 332 for tailored advice and ensure your workplace remains inclusive and compliant.
How to support employees with IBS?
Supporting employees with IBS can benefit both the employees and the employers. It can improve the employee’s health, well-being, performance, and reduce the employer’s costs, turnover, and legal risks.
Practical tips on how to support employees with IBS:
- Encourage open and honest communication.
- Avoid making assumptions or judgments about their condition or abilities.
- Carry out thorough return to work interviews.
- Offer flexible working options if possible.
- Be flexible if possible when they need to take time off for medical appointments.
- Make reasonable adjustments.
- Provide information and resources.
- Consider a referral to occupational health services, employee assistance programs, or counselling services, if appropriate.
- Monitor and review.
Does your organisation employ people with IBS? If so, it’s crucial to get the right advice. Take action now, don’t let IBS impact your workforce any longer. We’re here to provide you with the support and guidance you need.
Call Paul on 01706 565 332 or email info@metishr.co.uk and book your FREE consultation.
