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

I think it's a disability discrimination and you should bring this up with your manager. That kind of talks about people who had to reduce their workload due to health condition would not be tolerated where I work.

I am sympathetic with the challenges you are facing. I have ASD and I've had two periods of time off due to autistic shut down in the 15 years I've been with my employer, but I don't consider it reasonable for you to take breaks and not work the time back or go part time. That would cause a simmering silent resentment from me and is not fair. I think you need to have a discussion with your manager (and keep a note of the comments as that isn't on either).

This is going to cause resentment. If it's short term fine, But long term just isn't any good for your colleagues. Somebody not doing a fair share of the work is problem for other colleagues if they need to do more.

I think it's fine. It's not a privilege either, it's a reasonable adjustment to make sure you can continue to work effectively. Don't let people allow you to feel bad!

This was my first thought too. Do you end up doing less hours?

op would you agree that it’s not just the break where you are unavailable to work

what kind of build up is there to you going on a break?

I wouldn't begrudge someone that genuinely needed the adjustment but it depends if it comes across as genuine or a piss take. You don't need to explain yourself to anyone other that your line manager/s. If you personally want to address it with your colleagues and would make you (not them) feel better then do what makes you feel more comfortable.

If you're getting paid for the overtime but not working the contracted hours in the first instance (reasonable adjustment or not), then I'd definitely be feeling resentful though.

Could you be in a room on your own? I ask as

One, then nobody would know

And two, that might be less stressful overall for you.

she has confirmed that she does not make up the team, as doesn’t need to

in her shoes though, i’d endeavour to

Honestly, if I had to work longer to cover the breaks you need, after a time, yes, I would be resentful.

It doesn’t sound like it’s the job for you.

If your adjustments negatively affect the workflow and workload of your colleagues, then I don't think they are reasonable adjustments.

How disruptive is it? Does you disappear mid call or meeting? Can you identify what triggers it and avoid such? I think if you were to go to make a cup of tea, to the loo etc and return in 5/10 minutes it would be fine, but not knowing for how long you are not available or random absences may be an issue.

No, of course I wouldn’t resent you; I’d be very grateful to work for such an understanding employer. It’s a short term, necessary adjustment to help you manage work alongside your disability and it’s awful that some people can be so selfish to resent that. I hope for their sakes that they never have to request an adjustment themselves.

Some disgraceful ableist replies on this thread

My colleague has fallen behind with work due to disability. I pick up her slack. I'm fine with that and I'm grateful that unlike her, I'm not in severe pain all day. We are part of a team and she's helped me with other stuff in the past. Management redistributes her work fairly. If it's last-minute yes it puts extra pressure on us, but we don't complain because we're not selfish arseholes.

OP you have a disability, your employer should be ensuring that they have enough capacity within the team to get what used to be your work done. If not, hire more staff.

Totally agree with @ScentOfSawdust

They’re being totally unreasonable in making those comments, barbed playground sniping like that should be left at school and is essentially an HR issue as due to your diagnosis you are protected under the equality act. What you’re asking for is equity, not special treatment.

Evidence shows that good regular breaks actually enhance productivity, for both neurotypical and neurodivergent individuals, and it’s likely that your colleagues engage in idle chit chat about their weekends/families/hobbies which I’m willing to bet you do a lot less of.

They’d moan more if you were off sick and they had to cover your whole workload.

They're being dicks, You’re being strong to go back and continue in the workplace. Xxx

OP@Resentedpumpkin there is usually a difference between LONG term reasonable adjustments for those with disabilities and SHORT term alterations in work patterns as part of sickness policy in order to help an employee manage sickness/ return to work after extended time off etc. What you are describing is a short term solution that appears to be being trialled to help you at this present time - long term no employer will pay for an employee that is unable to work their paid hours but there is every reason to try different things in the short term to avoid losing an experienced/skilled employee. Your colleagues sound very ignorant and perhaps it has not been explained to them why this is happening ( & indeed your employer has to protect your privacy but equally the team dynamics appear to be causing you increased stress when you need to be focussing on your health).

I wouldn't 'resent' a colleague under those circumstance but I would be concerned about them and I would question whether the job was a right fit for them.

It’s a reasonable adjustment badly managed in my opinion.

If you previously worked full time and are now currently unable to do that, as your manager, I would offer you a staged return.

At a pattern that worked for you.

I.e Every morning or day in day off etc. The hours are clear.

Then slowly increase at your pace over the 8 weeks and beyond if necessary.

You're glued to your desk all day are you?

Slightly ableist remark there I feel

I'm such an old gimmer I remember the endless fag breaks colleagues used to take...

OP as long as you get your work done I wouldn't care how many breaks you needed.
You've been in your job for 4 years so pretty established and I'm assuming no performance issues?
I'd make a note of comments etc just in case , hopefully this is just a blip and with support you'll get through it.

I think you need to see it from your colleagues perspectives OP, as well as your own. If you only work 7 hours per day compared to the expected 8, then that is 5 hours work pw that needs to be done by someone else. So for a team of 6 in total for example, 5/5 people excl. you extra hours i.e. 1 hour per day extra. They may themselves have other things to do with this hour - children, elderly parents, commitments or hobbies - and they will resent you if they have to work extra long or have a more pressurised day to fit more tasks in their 8 hours.
That is why you need to raise this with your manager - he/she needs to confirm to you and communicate to the team that your reduced workload is not at the expense of others in the team. If your company is prepared to reduce your workload, then it needs to be funded by them in terms of less work being done by the team. Do you see that otherwise people will resent you?

It sounds like you're getting some "reasonable adjustments" (whether they will change over time is another point).

If I knew all about your health concerns / disabilities as a colleague, I doubt I would "resent your privilege". Because it's not a privilege at all ... and hopefully I would be kind & helpful in my dealings with you.

I can see how it would be disruptive though - especially if colleagues don't know "why".

Do you see this as long-term? Would you the situation improve or remain static?

a lunch break
plus 4 extra breaks ranging up to 30 mins long

plus

there will be a build up to each on of the 4 breaks where the OP will also not be working

That is a shed load of extra work for her colleagues

Totally agree with this.

It’s one of those situations where I think how it is managed makes all of the difference, especially if this does affect the work
/day of your colleagues as well. For example if in a call centre/client working role, if your colleagues then have to pick up the slack, it needs to be better managed. But that’s for management to organise, not you.