Disclosing a Disability

Your Line Manager:

It's generally recommended to initially discuss your disability and any support needs with your line manager as they will be able to help explore options and implement any adjustments you might need. LSE has taken steps to promote disability awareness and the support for staff among its managers. Your manager should respond empathetically and supportively to the disclosure of information about a disability. It's also possible that your manager may proactively ask if you have any support or adjustment needs.  

Recording a disability on MyHR:

This quick reference Disability Reporting Guide explains how to provide information about a disability in MyHR through the Confidential Sensitive Information pages.

Any new or existing employee can use the new MyHR system to disclose their disability(ies). Whilst it is not compulsory to do so, disclosing your disability helps LSE to monitor its provision of support and inclusion of disabled staff, enabling us to create a more inclusive workplace. 

You can also use MyHR to request a discussion about adjustments with your line manager by selecting “Yes” to the following question:

 “Do you require workplace adjustments/support to effectively fulfil your duties?”.

Selecting "Yes" to this question triggers an automated email to your manager, notifying them that you have requested a discussion about workplace adjustments. They will not have access to any sensitive information recorded on MyHR, including any disabilities.

Your HR Partner:

You can also disclose to your HR Partner, who can provide guidance and support in respect of the options available to you.

Staff Disability and Mental Health Adviser:

Lucy Mu is LSE’s Staff Disability and Mental Health Adviser (l.h.mu@lse.ac.uk) and is available to meet with disabled employees and/or their line managers to discuss support and adjustment options.

After disclosing a disability to your workplace, you can expect several key actions and support mechanisms to be put in place: 

• Your disclosure should be treated with confidentiality and respect. Only those who need to know in order to provide support and adjustments will be informed.
• As stipulated by the Equality Act 2010, employers are legally required to make reasonable adjustments, if needed, to help you fulfil work duties effectively. This could include changes to your work environment, flexible working hours or specialist equipment and software.
• The Equality Act 2010 protects you from discrimination based on your disability. This means you should not be treated unfairly or differently because of your disclosure.
• Expect to have open and constructive discussions with your line manager or HR about your needs and how best to support you. Detailed medical information is not usually required; focusing on the barriers you face and the adjustments needed is key.
• Adjustments and support should be reviewed regularly to ensure they remain effective and appropriate as your needs or job role may change over time.

Here are some guiding principles to help line managers respond appropriately to a disclosure of a disability, neurodiverse, mental health or long-term health condition. 

• Understand your legal obligations under the Equality Act 2010 to make reasonable adjustments. This could include changes to the work environment, working hours or providing specialised equipment.
• Focus on the barriers the employee is experiencing rather than requiring detailed medical information. This helps in identifying practical solutions.
• Treat the disclosure with confidentiality and respect. Only share information with those who need to know to provide support and adjustments and keep the employee informed as to whom you may need to consult with, such as your HR Partner or the Staff Disability and Mental Health Adviser.
• Seek advice from your HR Partner or the Staff Disability and Mental Health Adviser. if it is not clear whether an adjustment request is reasonable or how it might work in practice. 
• Encourage open and supportive communication. Listen to the employee's needs and concerns without making assumptions or judgements.
• Regularly review the adjustments to ensure they remain effective and appropriate as the employee's needs or job role may change.
• Utilise available resources and training to enhance your knowledge and confidence in supporting disabled employees. See the section in this Disability Toolkit on Guidance, resources and training for line managers.
• Explore with the employee any available support services that may be helpful, such as Access to Work, Occupational Health, LSE Staff Counselling or the Employee Assistance Programme (EAP).