As CEO of Disability Positive, this is an issue I care deeply about. One of the biggest barriers disabled people face at work is not always their impairment or health condition. It is often the assumptions other people make about what disability looks like.
I have spoken to many people whose disabilities are not visible. They may be living with long-term health conditions, mental health conditions, neurodivergence, chronic pain, fatigue, sensory impairments or neurological conditions. These can have a real and daily impact on working life, even when colleagues or managers cannot see them.
At Disability Positive, we bring together lived experience, professional knowledge and years of practical work with disabled people, employers and organisations. We understand the law, but we also understand the human impact when workplaces get this right, and when they do not.
What Are Non-visible Disabilities?
Non-visible disabilities, sometimes called hidden disabilities, are disabilities or health conditions that are not immediately apparent to other people. They may affect mobility, energy levels, concentration, communication, pain, mental health, sensory processing, memory or stamina.
- Mental health conditions, such as anxiety, depression or bipolar disorder
- Neurodivergence, including autism, ADHD and dyslexia
- Long-term health conditions, such as diabetes, epilepsy, chronic pain or chronic fatigue
- Sensory impairments that may not be obvious to others
- Brain injuries or neurological conditions
- Autoimmune conditions or fluctuating health conditions
Some non-visible disabilities are constant. Others fluctuate. This means someone’s symptoms, energy levels or support needs may change from day to day. A person may appear well in one meeting but need significant adjustments to manage the rest of their working day.
Why Employers Need To Understand Non-visible Disabilities
In our work, we often hear from people who have felt dismissed because their disability could not be seen. That can be exhausting. No one should have to repeatedly prove that they need support before their employer listens.
- Fear of stigma or negative judgement
- Concern that disclosure could affect progression or job security
- Scepticism from managers or colleagues
- Pressure to work in ways that increase pain, fatigue or stress
- Uncertainty about how to ask for reasonable adjustments
When employees do not feel safe to ask for support, they may struggle in silence. I have seen how quickly this can affect confidence, wellbeing and performance. In some cases, people leave roles they could have continued in with the right support in place.
Common Workplace Barriers For People With Non-visible Disabilities
As a Disabled People’s Organisation, we see every day that barriers are often created by workplace systems, policies and expectations rather than by the person’s disability itself. These barriers can affect recruitment, day-to-day work, performance, wellbeing and progression.
- Rigid working hours, locations or break times
- Inflexible absence or performance management processes
- Noisy, bright or busy working environments
- Long meetings without breaks or clear agendas
- Unclear communication or last-minute changes
- Digital systems that are difficult to use or not accessible
- Managers who lack confidence in talking about disability and adjustments
Under the Equality Act 2010, employers have a duty to make reasonable adjustments where disabled workers, job applicants or employees would otherwise be placed at a substantial disadvantage. This includes people with non-visible disabilities and long-term health conditions. Good employers should not wait until problems escalate before acting.
Reasonable Adjustments For Non-visible Disabilities
Reasonable adjustments are changes that remove or reduce a disadvantage linked to someone’s disability. They should be based on the individual’s needs, role and working environment. The most effective employers avoid assumptions and have respectful, practical conversations about what would help.
Examples of reasonable adjustments for non-visible disabilities may include:
- Flexible, hybrid or remote working where appropriate
- Adjusted start and finish times
- Additional breaks or changes to break patterns
- Quiet spaces or reduced sensory demands
- Clear written instructions, agendas and follow-up notes
- Changes to workload, deadlines or prioritisation
- Assistive technology, software or equipment
- Adjustments to meetings, communication methods or supervision
What is reasonable will depend on the situation, but the aim should always be clear: remove disadvantage and support the person to work effectively.
How Employers Can Create A More Inclusive Workplace
Creating an inclusive workplace is not just about responding when someone asks for help. It is about building trust. Disabled employees need to feel respected, believed and able to access support without fear of judgement.
Good practice includes:
- Training managers to understand non-visible disabilities and reasonable adjustments
- Making adjustment processes clear, simple and accessible
- Reviewing policies that may disadvantage disabled employees
- Encouraging supportive, non-intrusive conversations about access needs
- Checking whether working practices are flexible enough for fluctuating conditions
- Listening to disabled employees and acting on feedback
Inclusive practice benefits everyone. It can improve staff retention, reduce absence, increase confidence and help organisations attract and keep a wider range of skills and experience.
Why Disability Positive Is Well Placed To Support Employers
Disability Positive is a Disabled People’s Organisation with direct expertise in disability, access and inclusion. This matters because our work is not theoretical. It is shaped by disabled people’s real experiences, by the barriers people tell us about and by the practical changes we know can make a difference.
Disability Equality Training
Our disability equality training helps staff and managers understand disability, challenge assumptions and build confidence in creating inclusive workplaces. It is designed to be practical, relevant and rooted in real experience.
- Understand non-visible disabilities and fluctuating conditions
- Recognise how workplace barriers affect disabled employees
- Talk about disability and adjustments in a respectful way
- Understand responsibilities under the Equality Act 2010
- Apply inclusive practice to everyday workplace situations
Sessions use real workplace examples so teams can apply learning with confidence, not just understand the theory.
Reasonable Adjustments Support
We support employers to review and improve how they respond to reasonable adjustment requests. This may include advice on processes, manager confidence, communication and practical ways to remove workplace barriers.
This support can help organisations:
- Make adjustment processes clearer and easier to use
- Support managers to have better conversations
- Identify practical adjustments for different types of barriers
- Reduce delays, confusion and inconsistency
- Build trust with disabled employees
Our role is to help organisations move from good intentions to consistent action. That means making adjustments clearer, quicker and easier for disabled employees and managers alike.
Workplace Accessibility And Inclusion Reviews
Non-visible disabilities are often affected by everyday systems, policies and ways of working. Disability Positive can help organisations review areas such as communication, recruitment, absence, performance management, hybrid working, digital access and staff confidence, then identify realistic steps for improvement.
Why Supporting Non-visible Disabilities Is Good For Business
I believe supporting employees with non-visible disabilities is simply the right thing to do. It also makes good business sense. Inclusive workplaces are better placed to retain skilled staff, reduce avoidable absence and create a culture where people can do their best work.
- Improve retention and reduce recruitment costs
- Support wellbeing and reduce avoidable sickness absence
- Increase staff engagement, confidence and productivity
- Strengthen trust between employees and managers
- Reduce the risk of discrimination claims
- Demonstrate commitment to equality, diversity and inclusion
The Department for Work and Pensions has reported that nearly one in four working-age people in the UK were classed as disabled in 2025. This means disability inclusion is not a niche issue. It is a core part of being a fair, effective and future-ready employer.
A Message From Lynne Turnbull, CEO of Disability Positive
The point I always come back to is this: we cannot know what someone needs by looking at them. Employers need to move beyond assumptions and create workplaces where people feel able to ask for support, knowing they will be listened to and taken seriously.
At Disability Positive, we are proud to bring lived experience, specialist knowledge and practical expertise together. We can help organisations understand non-visible disabilities, make reasonable adjustments with confidence and create working environments where disabled people can thrive.
If your organisation wants to do better but is not sure where to start, get in touch with Disability Positive. We would be pleased to help you build a more inclusive, accessible and confident workplace.
