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Advice needed re adjustments at work

Lotus

I have to attend a meeting with my employers regarding my sickness absence. 

Several of my sickness days were directly due to depression and anxiety and were reported by me as such. However I'm finding it more difficult to cope with working full time - I get very tired, sometimes feel overloaded and get anxious about certain things. This often makes me "run down"  and more liable to get viruses and infections. 

I have decided that I need to reduce my hours significantly, as I feel much better and more able to cope if I have a couple of days holiday during a week, so I want to reduce my hours to part time. 

My GP assessed me using the AQ test a couple of months ago and offered me a referral for an "official"  diagnosis, but was of the opinion that I didn't really need it because I was able to work most of the time. I'm going to consult with him again next week to ask for a referral after this development. 

What I need to know is - what are the options if my firm can't offer me reduced hours? 

Parents
  • Former Member
    Former Member

    I'm under no illusions about any of this. There is inevitably a gap between what people (employers/employees) have to do and what they do willingly. We have to be aware of our legal and moral rights and their legal responsibilities and we have to hold people's feet to the fire to close the gap when we can.

    This is hard for someone with autism to do as we are not generally well endowed with negotiation skills. The Catch-22 of autism is that we have poor communication skills so we find it hard to explain what those issues are to an employer who probably has no idea.

    It is probably important for PF to work out if the role itself is difficult or if there is a personality clash. I left my last job because the role required a degree of proficiency at multi-tasking that I could not achieve. The people in the firm were nice enough but they struggled to understand autism and had no understanding of how to make the role work with me in it.

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  • Former Member
    Former Member

    I'm under no illusions about any of this. There is inevitably a gap between what people (employers/employees) have to do and what they do willingly. We have to be aware of our legal and moral rights and their legal responsibilities and we have to hold people's feet to the fire to close the gap when we can.

    This is hard for someone with autism to do as we are not generally well endowed with negotiation skills. The Catch-22 of autism is that we have poor communication skills so we find it hard to explain what those issues are to an employer who probably has no idea.

    It is probably important for PF to work out if the role itself is difficult or if there is a personality clash. I left my last job because the role required a degree of proficiency at multi-tasking that I could not achieve. The people in the firm were nice enough but they struggled to understand autism and had no understanding of how to make the role work with me in it.

Children
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