? Dealing with a burnout or struggling with mental health or both

Your posit isn't long-winded at all! I'm sorry you're having a hard time.

I'm off work myself with burnout. I did seek a diagnosis from the GP a few years ago, but was bounced from service to service - and gave up in the end. I didn't have the energy at the time. The local autism hub said they'd support with that recently, but I'm yet to even make it on to any waiting lists as yet.

My therapist administered a screening test (AAA). But you can get them fairly cheaply if you need a piece of paper. Fortunately my employer is supportive. Actually, they haven't actually asked me if I've been diagnosed. They may have assumed, I don't know. But I haven't had to cross that bridge yet. Luckily, my employer is supportive. And as the union rep I know you don't need one legally. May I ask why you're seeking a diagnosis? And if you're in a union?

I'm struggling with knowing what reasonable adjustments to ask for. Having spent the last five decades masking, I'm not sure having a diagnosis would help me much with that tbh. I've been working with autistic young people for 20 years, and knew I was autistic the moment I met an autistic child. My son's autistic. I had never heard of autistic burnout, however, until one day I woke up and couldn't get out of bed. Or speak. Or complete a simple task. Out of nowhere, as far as I knew at the time. I was stressed and didn't know, Although in retrospect, I had high blood pressure, my hair was falling out, I was tired, and had crazy tinnitus. I think it's probably happened before. After 2 months I'm starting to feel somewhat more functional - but there's still a way to go. In the end, I just had to give into it and stop. I mean, stop everything. I hardly left my bed for weeks.

Good luck!

Hi 

thank you, if I have a diagnosis I’d come under the disability section in the policy and I’d receive more support and adjustments in work.

I’m due to go back to counselling soon (to continue about the low mood and anxiety) as that’s my only support left in the community but I don’t know if I’ll be wasting go their time as nothings really changed 

Hi. I used to teach equality legislation in-house within a government department, and later, I practiced as a duty-of-care specialist, finding reasonable adjustments in non-physical cases.

Basically, the Equality Act defines disability in terms of impairment - something that affects your life every day. This is what the guidance issued by the EHRC (Equality and Human rights Commission) says:

• The Act says that a person has a disability if they have a physical or mental impairment which has a long-term and substantial adverse effect on their ability to carry out normal day-to-day activities. Physical or mental impairment includes sensory impairments such as those affecting sight or hearing. (code 2.12)

[Edit by mod - This users feels that] You're much better off working for a public organisation as you will generally have clear policies you can refer to and tribunals will assume they are better able to afford adjustments, which increases the range of what is 'reasonable'. However, in my experience, HR and management can be at a loss over "mental health" (how I hate that phrase!) issues. That can produce benefits as well as frustrations.

You can inform HR in writing that you are autistic and awaiting diagnosis. I'd tell them that due to NHS waiting lists, diagnosis can take up to 4 years in your area. Ask for a copy of your trust's policies regarding disability and ask to see the relevant HR expert on disability to discuss what reasonable adjustments might be offered at this stage. Whatever happens, think about what sort of adjustments you would like and find out what they can offer (which may include things you haven't thought of).

Now, just because legislation exists and you work for a national employer, that doesn't mean you'll get good treatment. Good luck!

Hi. I used to teach equality legislation in-house within a government department, and later, I practiced as a duty-of-care specialist, finding reasonable adjustments in non-physical cases.

Basically, the Equality Act defines disability in terms of impairment - something that affects your life every day. This is what the guidance issued by the EHRC (Equality and Human rights Commission) says:

• The Act says that a person has a disability if they have a physical or mental impairment which has a long-term and substantial adverse effect on their ability to carry out normal day-to-day activities. Physical or mental impairment includes sensory impairments such as those affecting sight or hearing. (code 2.12)

[Edit by mod - This users feels that] You're much better off working for a public organisation as you will generally have clear policies you can refer to and tribunals will assume they are better able to afford adjustments, which increases the range of what is 'reasonable'. However, in my experience, HR and management can be at a loss over "mental health" (how I hate that phrase!) issues. That can produce benefits as well as frustrations.

You can inform HR in writing that you are autistic and awaiting diagnosis. I'd tell them that due to NHS waiting lists, diagnosis can take up to 4 years in your area. Ask for a copy of your trust's policies regarding disability and ask to see the relevant HR expert on disability to discuss what reasonable adjustments might be offered at this stage. Whatever happens, think about what sort of adjustments you would like and find out what they can offer (which may include things you haven't thought of).

Now, just because legislation exists and you work for a national employer, that doesn't mean you'll get good treatment. Good luck!

Sorry, Suzanne. I thought I was writing facts, not offering legal advice. As to employment tribunals setting higher standards about what is 'reasonable' for large employers, they follow the EHRC guidance:

"Various factors influence whether a particular adjustment is considered reasonable.  The test of what is reasonable is ultimately an objective test and not simply a matter of what you may personally think is reasonable. 

When deciding whether an adjustment is reasonable you can consider: 

• how effective the change will be in avoiding the disadvantage the disabled worker would otherwise experience
• its practicality
• the cost
• your organisation’s resources and size
• the availability of financial support."
  
  

Please take care not to breach rule 6 and provide legal advice.  Always seek professional help with these matters

Thanks

Suzanne Mod