Are You Protected by the Equality Act?
Arthritis counts as a disability under the Equality Act 2010 when it has a 'substantial and long-term adverse effect' on day-to-day activities — meaning symptoms expected to last 12 months or more that affect tasks like typing, walking, lifting or concentrating. Protection applies from day one of employment, including during recruitment. You do not need to label yourself 'disabled' to claim these rights; the legal test is functional, not diagnostic. This protection covers direct and indirect discrimination, harassment and victimisation.
Do You Have to Disclose?
There is no legal duty to disclose arthritis to a prospective or current employer, but rights to reasonable adjustments only begin once the employer knows — or could reasonably be expected to know — about your condition. Disclosure can be made to HR or occupational health in confidence, separately from your line manager. Health questions before a job offer are generally unlawful except for specific roles, so any pressure to declare at interview is usually a red flag.
What Counts as a Reasonable Adjustment
Common adjustments include flexible or staggered hours, working from home, ergonomic seating and keyboards, voice-activated software, a parking space close to the entrance, lifts or ground-floor relocation, additional rest breaks, modified duties, and phased returns after a flare. 'Reasonable' is judged on the size of the business, cost, practicality and effect on others. Employers cannot charge you for adjustments and cannot use cost alone as a routine refusal.
Access to Work — A Government Grant
Access to Work is a UK government scheme that funds equipment, travel-to-work costs, support workers and mental-health support that an employer would otherwise have to provide. Self-employed people are eligible too. Apply online at gov.uk; assessments are usually remote and grants can run to several thousand pounds per year. Many people use it for specialist chairs, dictation software or taxi fares during flares.
Occupational Health and Phased Returns
Ask your GP or HR for an occupational health referral. The OH report is independent and carries weight in negotiating adjustments. After a flare or surgery a phased return — reduced hours building back over 4-12 weeks — is standard practice. See our returning to work guide for practical pacing tips.
Flexible Working Requests
From April 2024 all employees can request flexible working from day one, twice in any 12-month period. Submit in writing; the employer must respond within two months and can only refuse on one of eight statutory business grounds. Combining a flexible working request with a reasonable-adjustment request strengthens your position.
Where to Get Help
ACAS offers free confidential advice on 0300 123 1100. Citizens Advice helps with written requests and grievances. Disability Rights UK runs an advice line and produces detailed factsheets. If discrimination is suspected, raise an internal grievance first, then consider an Employment Tribunal claim within three months less one day of the incident.