• Replies 8 replies
  • Subscribers 86 subscribers
  • Views 1745 views
  • Users 0 members are here
Options
Related
Hints and tips
  • To quote someone's message, first select/highlight the relevant text, and then use the Quote button that appears
  • To "mention" someone, type @ followed by the start of the forum name, and choose from the list; that person will get a notification of being mentioned

Workplace adjustments

Skye_115

Hi all! 

Just wanted to check something before making any workplace adjustments. I think I do know the answer but I’m struggling to find confirmation on this. Am I right in saying that any disclosure or workplace adjustments you need in a current workplace can’t be disclosed in a reference or anything in the future? I need some adjustments where I am currently working and I don’t care too much about any possible negative impacts because I know the workplace and am also not planning on a long career here. In the future I am hoping to find a job more suitable so might not want to disclose I am autistic especially not prior to getting a job through a reference from an old workplace. Just checking if I’m right on this!

Thanks! 

  • Hey Skye. I work in the public sector so can only comment on that (although employment law is employment law). No, legally under employment law / disability discrimination / equalities act, they can't. If you want an added layer of protection ask for a referral to the occupational health provider for your current employer to assess the impact of your neurodiversity in your workplace. It's formal, and a bit scary...and takes time. You should end up with a report from a CAT assessment detailing the adjustments you need. Because it's in a report it's a legally binding document they can't disclose without your consent. Also, you can take the report to your next job and when/if you feel ready you can produce it to demonstrate your right to legally required reasonable adjustments.

  • in reply to NAS70749

    I’m really sorry to hear this, that’s a horrible experience. I’m quite new to here but already come across so much on here and online about experiences of autistic people in the workplace and there’s a lot of negative stories. I really hope your work situation improves for you 

  • I am late diagnosed and have been told off for being aggressive and coming over as abrupt.    I challenge anyone to work with my manager and not get annoyed.    I am now on a PIP and on a  Stage One.    My organisation has a list of values we are expected to adhere to 100% of the time.   I have argued that it is hard for ASD and ADHD people to be perfect and what is the difference between being abrupt and aggressive?   I can be a bit abrupt but when does it become aggressive.  There is a fine line.   My main problem is frustration due to lack of progress.    I have been at this organisation for eight years and have not had a promotion despite being well qualified and capable.    I probably was a bit over the top and did send a teams message I should not have however I have seen people get promotions and I know I could do a far better job than they do and have seen the evidence.      I think coming over as abrupt should be in a workplace adjustment passport but my manager disagrees.   If I cut her she would probably bleed the stupid values which I think are discriminatory to neuro diverse people as they are open to interpretation.     I think it is discrimination.   I have spent tonight calling her lots of rude words and crying down the phone to our workplace help line.     I am so ashamed of not getting a promotion after about 30 interviews.    That is discriminatory too.  Think I posted this in the wrong place.   To answer they cant say much in references now only say you worked there between x and y.

  • in reply to Skye_115

    you're welcome. 

    This got me think today, as I was only recently diagnosed.  What would I do if I had to apply for a job and go for interviews now, would I be up front or not.  I suspect in some companies it would not serve you well, but others it may be OK.  The problem is how do we decide, and there's two things: what the company stands for (which you can gauge from their website) and then there's the hiring manager own take on Autism/ND.  

    It seems from your post that you probably won't disclose, during the recruitment process.  Do you also think there would be cases when you would.  I guess if there's interview stages - you could decide to hold back until further along the process or do you think keeping it withheld until in employment?

    I wonder if that would be some time in with standard probation periods and maybe disclosure sooner may offer some advantage?.  That said in reality I do wonder how much protection disclosure gives when am sure HR is accustomed to firing people the right way regardless.

  • in reply to D

    That’s great thank you so much! 

  • https://www.acas.org.uk/providing-a-job-reference/what-employers-can-say-in-a-reference

    Specifically in the section on what a reference CANNOT say:

    I think it's common for companies to only give basic references now. It just gives your job title and how long you've worked there. Sometimes it's in your contract or employee induction document about what type of reference you can expect.

  • As far as I understand it's sensitive personal data and they'd potentially fall foul of a number of bits of legislation if they disclose either your diagnosis or work adjustments.  So i personally think you're OK - but get legal advice if you want 100% certainty