Would you resent a colleague who has this ‘privilege’

[Resentedpumpkin]

Which is actually a reasonable adjustment?

Asd and adhd plus ME - I’m needing more and more breaks due to ASD and avoiding shutdown. It’s been agreed on my return after 2 weeks off (shutdown and selective mutism) . So now when it gets too much I’m able to log off (if WFH) or leave my desk for up to 30 mins as many times as needed per day.

it’s been once or twice a day but yesterday happened 4 times (10 mins, 30 mins, 25 mins and 5 mins)

Had some sarcastic and off remarks about it from others and now just feeling shit and embarrassed. Everyone is aware of my conditions so it’s not like they don’t know

This ☆

Maybe I'm misreading this, but all of the documentation studiously avoids mentioning paying someone the same to work less hours.
The only thing covered in the gov document is 'different working patterns'. Rather vague:
ACAS:
https://www.acas.org.uk/reasonable-adjustments
Links to the EHCR
https://www.equalityhumanrights.com/guidance/business/employing-people-workplace-adjustments/examples-reasonable-adjustments-practice

This last link is especially interesting.
It mentions part-time, different hours or flexible working but categorically not less hours full stop (rehabilitation/medical treatments is a different category). 'Flexible working' as I understand is the same as different start/finish timesor work location, not less hours.

The very last example also states that if the co-operation of others is required - they need to be given the appropriate information. This may or may not be relevant to the OP depending on whether her breaks require others' involvement. The employer must take 'reasonable steps' to resolve negative employee attitudes but equally if a disabled worker doesn't wish to share the required information then an adjustment cannot be made.

Replace "mental health" with "wheelchair user" and see how disablist you are.

The Disability Discrimination Act (precursor to Equality Act) forced employers and service providers to make reasonable adjustments to buildings to accommodate wheelchair users. And the employers griped about the disruption and the cost and said "political correctness gone mad" and 30 years later it's normal to have ramps and lifts and accessible toilets and people who are not disabled also benefit because you can push your buggy up the ramp to the museum and one person can move that A3 colour printer to the fourth floor on a trolley using the lift instead of having a team of four people slide it on its pallet up the stairs.

Better accommodations for neurodivergent people will make a better working environment across the board in ways that it's difficult to foresee now that we are in the early days, just as it was difficult to foresee how mandating wheelchair access would ease people's jobs and make premises more accessible to families. Some employers are already actively trying to recruit autists because they recognise that we see things that NT people don't and they gain from that.

This is an interesting question for me, because I manage one employee who has a workload adjustment for a physical disability. This means his workload is guaranteed not to exceed (for example) 90 per cent of the maximum.

Not everyone knows this. It's not obvious. It has no effect on anyone else's workload. It is still resented by a couple of people, both of whom usually have lower workloads than him (roles aren't interchangeable).

OP, some people will resent anyone for anything. Some people will martyr themselves. This is work, not the Hunger Games. If your employer and your doctor are happy, don't agonise. There's very little relationship between hours spent on many forms of work and productivity. There are clear relationships between wellbeing, sense of community, and productivity.

Eight weeks (at work, with extra breaks) is nothing compared with recruiting and training a new colleague.

You are doing the best thing for yourself and your employer. Focus on your wellbeing and you'll do your best work. Don't let people pressurise you. Burnout is a serious thing.

A fair and inclusive workplace works for everyone, IMO. Not just the 'white man with SAHM' when people are accepted for who they are they thrive. However true inclusion means balancing the needs of everyone, not a few at the expense of others. And out of genuine consideration not fear of legal action.
I'm lucky to work in a diverse org, which means that I'm always trying to balance the needs of people with various disabilities, caring responsibilities, you name it I've done it. But then again, because the work environment is decent in general people aren't so stressed that they feel the need to turn on each other. And unlike other places we actually have regular management training and ERG's.

OTOH I've worked in places where a few require accommodation, it's always been the easiest route taken with no thought to other employees. The latter start quitting and because the whole scenario becomes stressful on the remaining ones it doesn't become a supportive atmosphere anyway and even the 'accommodation' people quite. Other places still are downright ableist and make it extremely clear that the accommodations are grudging, supporting the nasty attitude of the 'able-bodies' employees.

There's no outward limit to reasonable adjustments. They are reasonable if they meet the employer's business needs. An employer can't be required to go above and beyond. But it's not his employees' business if he does.

The adjustments may need be disclosed to others, depending on the circumstances. Everyone's workload should be managed - that's common sense. It's possible this situation could be better managed - we don't have enough information. But that's on the OP's manager.

I was responding to a PP that said 'equal pay for less hours' is a reasonable adjustment. Of course 'reasonable' is determined by the employer - heck if they wanted to pay someone a full salary for one hour a week, it's their call.

Unlike what @Paperwhiteflowers said they're not obligated to do so though. The same way they may be obligated to, say buy new equipment unless it's wildly unaffordable. Or allow different start and finish times if it can be proven to work. Nobody is going to say 'it's unreasonable to want to pay people less for less work' except for the specific short-term circs mentioned like treatment, or disability aside maternity appointments etc.

In pratice it's all about the burden of proof really.

@Gonnagetgoingreturnsagain "Why does this always happen in every post with ND posters seeming to want to have a go at NT posters if they raise objections if their workload is increasing?"

Is this a presumptuous mischaracterisation of me? It is not what I was saying. I am neurotypical and was voicing a plea for greater empathy and generosity of spirit.

I found it wholly dispiriting to read so many people proudly owning their resentment whilst framing OP's medically-managed return to work as a hostile zero-sum game in which she wins and they lose.

I have not yet RTFT but am interested to catch up on it.

"what i think is that this particular role sounds as though it is simply
not appropriate for the OP. indeed she has made no connections in 4 years. why? she has described herself as too knackered and post work simply has to go home and conserve energy

does that sound like an appropriate job for the OP? does that sound like an enjoyable way to live? for the op’s sake the job simply does not sound suited to her"

Many people with disabilities are too knackered after work in absolutely any job at all to be able to do anything except recover, each and every day. It won't change by getting a different job - this is how life is for millions of us. And very often no, life is not in any way enjoyable because of it and this inevitably affects your ability to make connections - you live in a constant state of stress and overload with no real prospect for that to change or for life to become in any way enjoyable. If you can work and enjoy your life outside it, you're in a better position than many.

That ^^
Sometimes after work I have to sleep for a couple of hours before I'm able to cook or shower. That's normal for me and how I am able to work 40hrs a week

My reasonable adjustment is I have higher sickness triggers because my sickness will always be higher than an average person and I have no control over it

An unreasonable adjustment would be asking not to take phone calls because that's my entire job

Agree that usually coping at work but no energy left for anything else at all sounds so normal for people working with disabilities or chronic illness. It isn't a good position to be in, but it's often what people cope with in order to keep an income coming in.

I wouldn’t resent you if I saw you working a bit later or through some of your lunch to try to make up. You wouldn’t even need to make all of it up, just be making some effort.
I wouldn’t mind if I knew it was only for 8 weeks either. Have you communicated this to them? Have you also apologised to them whilst expressing the fact that you hope to be back to normal asap?

Would you want OP to work late or over lunch if it was going to delay her recovery though?

Would you want an apology? I'd hate that. Someone apologising for being ill. I'd be mortified.

It's your manager's job to manage your workload. Would you not expect them to do that?

Jeez.

^^ I haven’t RTFT but basically I agree with @FacingTheWall. If you’re getting your work done, it’s absolutely no one else’s business.

its depressing that my physical disability would award me less condemnation for any adjustments than my neurological one.

I cannot believe in nearly 2024 there are STILL people equating autism/adhd to depression and anxiety and telling people to 'suck it up' or 'get therapy' or throwing out comments to people with disabilities of "we're all tired and need a break"

wtaf people?

i would love to be the kind of tired i was before i began to have to function while in levels of pain that would have most people sitting in A&E wailing for pain relief.

It's not piss taking from any angle, so not sure why it would be seen in that way.

Would you say the same for benefit claimer or a single mother getting child claims when other woman in 'normal' circumstances is not? If not, then why OP should be seen as a piss taker?

This is exactky what is wrong with our society. We have no sense of community and very little empathy left outside own family.

OP, years ago I had two colleagues who were partially blind and were given fair bit of resonable adjustments, I do not remember a moment when I felt they were piss taking. Shame on your colleagues to make sarcastic comments to you knowing you have ME and ASD. Next time when someone comments, you tell them you have ME and these adjustments are part of your contract and ask if they prefer you sitting home, not working.

Whether it’s right or wrong, people will still feel resentful of people seen to be doing less work than them for the same money. I had one colleague complain I had more toilet breaks when I was eight months pregnant!

I can see where you're coming from, but OP has been off with mutism. So if she's agreed to colleagues being informed, it should still be the manager who explains, most likely

I've been in the situation of having to say to a team, x won't be able to contribute, sorry can't give timeframe, sorry can't give explanations, getting temp in asap, can we redistribute this work this way, prioritise this, delay that, and keep workloads even.

They weren't fools - they worked out without my explanations that he was seriously ill and they recognised that details weren't their business. They were delighted to see him back on a phased return. You need to know that your work life will be stable - but it's your manager's job to do that, with or without OP working full hours. People aren't machines. They get ill. They break. They leave. Companies need to have contingency plans - that's their responsibility, not the sick employee's.

The work may need adjusting. Have a look at the legislation.

I had a colleague complain that I "took time off" - was in hospital - during an ectopic pregnancy, because it was too early to count as a stillbirth

I mean I'd have been dead in that case. Might have got some time off out of it, I suppose ...

Don't mind people, OP. Take care of yourself.

The difference here is that you, as the manager, have actually managed. Delaying and re-prioritising. Believe it or not. Many don't. I'm probably thinking if you're competent your team also isn't working in a toxic environment.
Not every manager is as competent. They expect absolutely zero changes in output despite being one team member down. Thus their team becomes resentful. Whether directed at OP or manager the end result is the same. Resentment.
Nobody is condoning bullying OP. We all agree that the colleagues shouldn't make discriminatory comments.
But people are not wrong for being resentful if not managed fairly. Even if they keep their mouths shut. OP hasn't given more details about her work environment so I cannot work out whether they're jealous or have just cause for resentment.,

You think the OP should apologise for being disabled and needing adjustments?

Do you think your colleagues should apologise to other staff members every time they take a sick day, perhaps if a colleague of yours was run over by a car they should have the days that they took off for recovery deducted from annual leave and make up the rest of the recovery period with overtime?

Yes, @Deliria that’s between the OP and her manager, and the manager needs to communicate with the team that the OP is taking authorized breaks.

I think people are losing sight of the fact that OP has only been back at work less than a week.

It would be a very normal thing for a fit note to say, fit to work with breaks. That sort of thing was the point of changing them from sick notes.

No harm OP exploring arrangements but taking breaks while recovering is an excellent plan and she should take time to see if it works. Bullying from colleagues may exacerbate stress levels of course so the only change I would make would be to ask a manager to have a gentle word all around.