Checked on 10 October 2026 against GOV.UK: Definition of disability under the Equality Act 2010, GOV.UK: Disability rights and the Equality Act 2010 on legislation.gov.uk. This is general information, not legal advice.
Many people with arthritis do not think of themselves as disabled. But in law, "disabled" is not about using a wheelchair or looking unwell. It is about the effect your condition has on everyday life. If your arthritis meets the legal definition, you have real, enforceable rights at work, in shops and services, in education and in housing. This guide explains those rights in plain English, and what to do if they are not respected.
Does arthritis count as a disability?
GOV.UK says you are disabled under the Equality Act 2010 if you have a physical or mental impairment that has a substantial and long-term negative effect on your ability to do normal daily activities.
| Term | What it means | Arthritis examples |
|---|---|---|
| Substantial | More than minor or trivial. GOV.UK's example is a daily task like getting dressed taking much longer than usual. | Needing much longer to dress, struggling with buttons, jars or taps, being unable to walk far or stand for long |
| Long-term | Has lasted, or is likely to last, at least 12 months, or for the rest of your life | Osteoarthritis, rheumatoid arthritis, psoriatic arthritis, axial spondyloarthritis and gout with ongoing effects |
| Normal daily activities | Everyday things such as walking, dressing, washing, cooking, shopping, using a keyboard or travelling | Gripping, carrying shopping, climbing stairs, getting in and out of a car |
Flares and fluctuating arthritis
GOV.UK specifically mentions arthritis as an example of a recurring or fluctuating condition, which has special rules. Under Schedule 1 of the Act, if an impairment stops having a substantial effect but that effect is likely to recur, it is treated as continuing. So if your arthritis flares and settles, the good weeks do not stop you being protected.
The effect of treatment
Schedule 1 also says that if measures, including medical treatment and aids, are being taken to treat or correct an impairment, you look at the effect it would be likely to have without them. In practice, this means arthritis that is well controlled by medicines such as DMARDs or biologics can still count as a disability, because of its likely effect without treatment.
Only a court or tribunal can decide for certain whether you are disabled in law. Keeping records of how arthritis affects you, and letters from your healthcare team, helps if this is ever questioned.
The types of disability discrimination
| Type | What it means | Example |
|---|---|---|
| Direct discrimination | Treating you less favourably because you are disabled | Not being offered a job because the employer assumes people with arthritis take a lot of time off |
| Discrimination arising from disability | Treating you unfavourably because of something connected with your disability, unless it can be justified as a proportionate way of achieving a legitimate aim | A warning for absences caused by flares, or for being slower at a task because of hand pain |
| Indirect discrimination | A rule that applies to everyone but puts disabled people at an unfair disadvantage, unless it can be justified | A rule that everyone must start at 7am, when morning stiffness makes this very hard |
| Failure to make reasonable adjustments | Not taking reasonable steps to remove a disadvantage | Refusing a suitable chair or keyboard without good reason |
| Harassment | Unwanted behaviour linked to disability that violates your dignity or creates an offensive environment | Repeated jokes about how slowly you walk |
| Victimisation | Treating you unfairly because you complained about discrimination or supported someone else's complaint | Being left out of training after raising a grievance |
Discrimination arising from disability does not apply if the person did not know, and could not reasonably have been expected to know, about your disability. This is one reason why telling an employer or service about your arthritis can help.
GOV.UK says you are also protected if you are associated with a disabled person, for example as their carer or parent.
Reasonable adjustments: the key right
Section 20 of the Act describes three requirements. Where the duty applies, an organisation must take reasonable steps to avoid a substantial disadvantage caused by:
- a provision, criterion or practice, such as a policy or way of doing things
- a physical feature, such as steps or heavy doors
- the lack of an auxiliary aid, such as equipment or a service
Where information is involved, reasonable steps include providing it in an accessible format. Importantly, section 20 says the organisation cannot normally charge you for the cost of making the adjustment.
Your rights at work
GOV.UK says the Act covers application forms, interviews, aptitude tests, job offers, terms of employment including pay, promotion, transfer and training, discipline and grievances, and dismissal or redundancy. Employers must make reasonable adjustments for disabled employees and job applicants. GOV.UK's own example of an adjustment is a special keyboard for someone with arthritis.
During recruitment, an employer can usually only ask about your health for limited reasons, such as whether you can do a task that is essential to the job or whether you need adjustments for the interview.
Our working with arthritis toolkit explains how to use these rights, and our adjustment letter templates help you ask in writing. Access to Work can fund support beyond what your employer must provide.
Shops, services and public bodies
The Act protects you when you use goods, services and facilities, including shops, banks, restaurants, transport, GP surgeries and hospitals, councils and leisure centres. Service providers must not discriminate against you and must make reasonable adjustments. Examples for arthritis might include:
- a seat while you wait, or being allowed to wait somewhere other than a queue
- help carrying shopping, or assistance at a station or airport
- an appointment at a time of day when your stiffness is better
- information or forms you can complete by phone or online if writing is painful
- accessible parking near the entrance
For parking concessions, see our Blue Badge guide.
Health and social care
GP surgeries, hospitals, pharmacies, dentists and care services are service providers too, so the duty to make reasonable adjustments applies. For people with arthritis, useful adjustments might include a ground-floor consulting room, a longer appointment if dressing and undressing takes time, a telephone or video appointment during a flare, a chair in the waiting area with arms to push up from, or medicines in easy-open containers if you ask for them. If you have a carer, the practice can note that on your record so they can help with appointments. Ask the practice manager if you are unsure who to speak to.
Education
GOV.UK says it is against the law for a school or other education provider to treat disabled students unfavourably, and education providers must make reasonable adjustments, such as extra support and aids. Universities and colleges should have someone responsible for disability support you can talk to. This can matter for young people with juvenile idiopathic arthritis, and for adults studying or retraining.
Housing
The Act covers buying and renting land or property. Landlords and managing agents must not discriminate against you, and may have to make reasonable adjustments, such as changing a policy or term of the tenancy. They do not usually have to make physical changes to your home, but you can ask permission for adaptations, and a Disabled Facilities Grant or council support may help pay for them. See our financial help directory for adaptations funding.
Public bodies: the public sector equality duty
Section 149 of the Act puts an extra duty on public authorities, such as councils, NHS bodies, government departments and state schools. When carrying out their functions, they must have due regard to the need to eliminate discrimination, harassment and victimisation, advance equality of opportunity and foster good relations. This does not give you a separate right to compensation, but it is useful to mention if a council or NHS body makes a decision or policy without thinking about how it affects disabled people.
How to ask a service for an adjustment
You do not need to quote the law, but it can help to be clear. A simple approach:
- Say that you have arthritis, which is a disability, and explain the specific difficulty: "I cannot stand in a queue for more than a few minutes because of my knees."
- Say what would help: "Could I wait in a seat and be called when it is my turn?"
- If the answer is no, ask politely what alternatives they can offer, and who you can speak to.
- Afterwards, write down what happened, and make a complaint in writing if needed, saying you asked for a reasonable adjustment under the Equality Act 2010 (or the Disability Discrimination Act 1995 in Northern Ireland).
Template: incident record
If you think you have been treated unfairly, a record made at the time is valuable. Copy this table and fill in a row for each incident.
| Date and time | Where | Who was involved | What happened and what was said | Witnesses | What I did next |
|---|---|---|---|---|---|
Keep copies of emails, letters, policies and any medical evidence about how arthritis affects you. Note down your time limit as soon as something happens.
Northern Ireland
GOV.UK says the Equality Act 2010 does not apply to Northern Ireland. There, the Disability Discrimination Act 1995 gives similar protection, including a duty on employers to make reasonable adjustments. The Equality Commission for Northern Ireland gives free and confidential advice, and employment complaints go to an industrial tribunal.
What to do if your rights are not respected
- Raise it informally. Explain the problem calmly, mention that you have arthritis and that you are asking for a reasonable adjustment or fair treatment.
- Put it in writing. Keep copies, and record dates, names and what was said.
- Use the complaints or grievance procedure. Most employers, services and public bodies have one.
- Get advice. GOV.UK lists the Equality Advisory and Support Service, Disability Rights UK, Advicenow and Citizens Advice. Acas helps with work disputes in Great Britain. You may be able to get legal aid for discrimination cases through Civil Legal Advice if you are eligible.
- Know the time limits. GOV.UK says employment tribunal claims usually have to be made within 6 months of the problem, and you must contact Acas first. For goods, services, housing and education claims in the county court (or sheriff court in Scotland), section 118 of the Act sets a time limit of 6 months starting with the date of the act complained of, unless the court decides another period is just and equitable.
We are not connected to any of the organisations mentioned. They are listed because they offer free, independent help.
When to get medical help
Your rights do not depend on having a particular treatment, but your healthcare team can help by describing how arthritis affects you. Speak to your GP or rheumatology team if your symptoms are getting worse or stopping you doing everyday things. Get same-day advice from your GP or NHS 111 if a joint suddenly becomes hot, swollen and very painful, especially with fever. If discrimination is affecting your mental health, talk to your GP.