Deciding whether to tell your employer about Osteoarthritis can feel uncomfortable, especially when symptoms are not immediately visible. This guide explains when disclosure may help, what workplace support could be available, and how to approach the conversation without sharing more personal information than necessary.

Do you have to tell your employer?

In most situations, you do not have to disclose a disability or health condition to your employer. The Health and Safety Executive states that workers are not generally required to disclose a disability, and employers cannot insist that they provide further details.

However, keeping your condition private may make it harder for your employer to understand why you are struggling or to provide suitable support. An employer cannot respond effectively to difficulties they do not know about, particularly when Osteoarthritis affects duties such as lifting, standing, walking, gripping or remaining seated for long periods.

You should also consider whether your symptoms could affect workplace safety. For example, reduced mobility, difficulty using equipment or pain that interferes with concentration may need to be discussed if they could create a risk for you or someone else. Employers must manage workplace health and safety risks for all workers, including disabled employees.

When telling your employer may help

It may be sensible to speak to your employer when Osteoarthritis is beginning to affect your attendance, performance or ability to complete specific tasks. Sharing relevant information can help your manager understand that the problem is health-related rather than a lack of effort or commitment.

Disclosure can also open the door to reasonable adjustments. These are changes that remove or reduce disadvantages experienced by workers with disabilities or health conditions. Depending on your role, adjustments might include different duties, flexible hours, additional breaks, home working, specialist equipment or changes to your workstation.

A government guide for line managers explains that sharing information about a health condition can help an employer put effective adjustments in place. However, employees should not be pressured to disclose information they do not wish to share.

Your employer may also suggest an occupational health assessment. Occupational health can consider how your condition affects your job and recommend practical adjustments. The final decisions remain with the employer, but a professional assessment can make the conversation more focused and evidence-based.

How much should you disclose?

You do not necessarily need to provide your complete medical history. Focus on how Osteoarthritis affects your work and what would help you perform your role safely and effectively.

For example, you could explain that prolonged standing increases your knee pain, repetitive typing aggravates symptoms in your hands or early shifts are difficult because morning stiffness takes time to improve. Clear examples give your employer something practical to work with.

You can also suggest adjustments rather than leaving the entire solution to your manager. You might ask to alternate between sitting and standing, reduce heavy lifting, use an ergonomic keyboard, change certain duties or take short movement breaks. Acas recommends that employees and employers discuss reasonable adjustments together so they can agree on workable support.

Consider putting your request in writing. This creates a clear record of what you have explained and what support you have requested. Acas provides a reasonable-adjustment request template that employees can adapt for their circumstances.

Understand your workplace rights

Having Osteoarthritis does not automatically mean that you are legally disabled. Under the Equality Act 2010, a person is generally considered disabled when a physical or mental condition has a substantial and long-term negative effect on their ability to complete normal daily activities. Whether osteoarthritis meets that definition depends on how the condition affects the individual.

Once an employer knows, or could reasonably be expected to know, that a worker is disabled, they have a responsibility to consider reasonable adjustments. Failing to make reasonable adjustments can amount to disability discrimination, although what is considered reasonable depends on the circumstances of the worker and organisation.

Additional support may also be available through Access to Work. The scheme can provide practical or financial assistance for people with disabilities or health conditions who need support beyond the reasonable adjustments provided by an employer. It can apply to people working from home as well as those based at a workplace.

Ultimately, telling your employer about Osteoarthritis is a personal decision. However, disclosure may be worthwhile when symptoms affect your duties, safety or ability to remain comfortable and productive at work.

Prepare for the conversation by identifying the tasks that cause difficulty and the adjustments that may help. You can also speak to your clinician, occupational health service or an employment adviser before deciding what to share. For further support, explore more information about Osteoarthritis or contact our team to discuss how joint symptoms are affecting your work and daily life.