Disability disclosure- question for HR peeps

[fcekinghell]

Is it reasonable to assume that if a disability is disclosed to HR and your line manager at the time, that when you change managers within the same company, this information will be provided to them?

I am sick and tired of having to go over my needs again and again and getting into trouble for disability related issues. Then I get told off for not telling anyone. Surely one disclosure is enough?

Is there some kind of rule or law that prevents them from sharing my disclosure? It's really affecting my mood and work relationships.

I have had 8 managers in 5 years. This is the public sector

How long does it actually take to explain your needs to your new manager? If your organisation has a specific handover process with all relevant information being passed to the new manager, then it is not unreasonable to assume that disability-related information will be included in that. But that's not necessarily the case. As a rule, being over cautious about disclosing information and disclosing less rather than more, is generally preferable.

I don't think it's unreasonable of a new manager to assume that when you first meet with them, if you have specific needs or require adjustments, you let them know that. Surely that makes sense? As part of a first 'we're going to be working together' conversation?

Some organisations like the civil service have documents called 'reasonable adjustment passports' for this specific reason. It allows you and your line manager to record and review information about your disability and how it affects you. It may be worth exploring something similar with your employer.

In my organisation, this type of information wouldn't be passed on as a matter of course, particularly without the employees consent.

I know it must be frustrating for you to have to continually update your new managers, but maybe if you took a more proactive approach, you may feel more positive. For example, you could complete a reasonable adjustments passport type of document and if you have a new manager, you could give them a copy and tell them the adjustments work well for you and the organisation, but if they have any questions, you would be happy to discuss.

I do like the passport idea. Is there any links to examples of this please?

Here is one;

www.kentcht.nhs.uk/wp-content/uploads/2017/01/Work-and-wellbeing-passport.pdf