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Diabetes 1& 2

H

HAPPYKAZ

Active Member
Messages
33
Location
Dundee
Type of diabetes
Treatment type
Insulin
Dislikes
Needles
Officially is diabetes a disability,because my work dont seem to think so.
 
Not aware of diabetes alone being a disability. Complications arising from diabetes maybe yes.
Personally I see diabetes as a controllable condition.
Maybe fellow members would be more informed regarding actual classification.
@tim2000s always seems very knowledgeable about most things diabetes related.
 
therower said:
Not aware of diabetes alone being a disability. Complications arising from diabetes maybe yes.
Personally I see diabetes as a controllable condition.
Maybe fellow members would be more informed regarding actual classification.
@tim2000s always seems very knowledgeable about most things diabetes related.
Click to expand...
Thank you
 
Yes. Type 1 diabetes IS definitely a disability under the equality act 2010 - so for the purposes of workplace protection, type 1 diabetes on its own is a disability.

Whether type 2 is a disability is a bit more of a grey area, depends on whether / what treatment you are on - http://www.footanstey.com/bulletins/2697-is-type-2-diabetes-a-disability-under-the-equality-act-2010

Under the Equality Act 2010 the definition of disability is a long term condition with a substantial adverse impact on ability to do day to day activities.

Guidance to the Equality Act 2010 (D23-24) provides that where the condition is controlled by medication, the impact should be considered as if no medication was being taken. If a type 1 diabetic was not taking medication, they would be dead. This counts as a substantial adverse impact on ability to complete daily activities! So type 1 diabetes is a disability for purposes of the equality act 2010.
 
Hi @catapillar . I applaud your ability to find so much information. It's great having people able to give relevant information.
By my own admission I just struggle trying to source and understand such information.
Thanks.
 
therower said:
Hi @catapillar . I applaud your ability to find so much information. It's great having people able to give relevant information.
By my own admission I just struggle trying to source and understand such information.
Thanks.
Click to expand...

I confess, I have the unfair advantage of just knowing that stuff, but very happy to share the info with someone who might find it useful :)
 
catapillar said:
Yes. Type 1 diabetes IS definitely a disability under the equality act 2010 - so for the purposes of workplace protection, type 1 diabetes on its own is a disability.

Whether type 2 is a disability is a bit more of a grey area, depends on whether / what treatment you are on - http://www.footanstey.com/bulletins/2697-is-type-2-diabetes-a-disability-under-the-equality-act-2010

Under the Equality Act 2010 the definition of disability is a long term condition with a substantial adverse impact on ability to do day to day activities.

Guidance to the Equality Act 2010 (D23-24) provides that where the condition is controlled by medication, the impact should be considered as if no medication was being taken. If a type 1 diabetic was not taking medication, they would be dead. This counts as a substantial adverse impact on ability to complete daily activities! So type 1 diabetes is a disability for purposes of the equality act 2010.
Click to expand...
Thank you
 
HAPPYKAZ said:
Officially is diabetes a disability,because my work dont seem to think so.
Click to expand...

Happykaz , my understanding is that T1 and T2 on certain medications, are afforded some mention in the Equality Act, which used to be the Disability Discrimination Act.

Which aspect or aspects of your diabetes are you asking your employers to recognise, and what would you like them to do?
 
https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/85011/disability.pdf
Direct quote lifted from above:
"Disability has a broad meaning. It is defined as a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities.‘Substantial’ means more than minor or trivial. ‘Impairment’ covers, for example, long-term medical conditions such as asthma and diabetes, and fluctuating or progressive conditions such as rheumatoid arthritis or motor neurone disease. A mental impairment includes mental health conditions (such as bipolar disorder or depression), learning difficulties (such as dyslexia) and learning disabilities (such as autism and Down’s syndrome). Some people, including those with cancer, multiple sclerosis and HIV/AIDS, are automatically protected as disabled people by the Act. People with severe disfigurement will be protected as disabled without needing to show that it has a substantial adverse effect on day-to- day activities."
 
It is not seen as an illness to give claim to disability benefit though unless there are other complications...
 
Struma said:
https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/85011/disability.pdf
Direct quote lifted from above:
"Disability has a broad meaning. It is defined as a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities.‘Substantial’ means more than minor or trivial. ‘Impairment’ covers, for example, long-term medical conditions such as asthma and diabetes, and fluctuating or progressive conditions such as rheumatoid arthritis or motor neurone disease. A mental impairment includes mental health conditions (such as bipolar disorder or depression), learning difficulties (such as dyslexia) and learning disabilities (such as autism and Down’s syndrome). Some people, including those with cancer, multiple sclerosis and HIV/AIDS, are automatically protected as disabled people by the Act. People with severe disfigurement will be protected as disabled without needing to show that it has a substantial adverse effect on day-to- day activities."
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T2 and the DD/Equality Acts have been discussed several times on he forum. There's some interesting debate if you dig a bit in the database.
 
Ok I am T2 insulin dependent with metformin, work full time with challenging behaviour, when I get hit my bloods go lower quickly and have hypo'd on 3 occasions. My work want to get me risk assessed, which is fine by me, that was 18 monhs ago. When I do mention this its like speaking to myself, short staffed. asked for transfer twice and just told no. Have been told I better not talk myself out of a job. They know the story but keep ignoring me, getting frustrated with it all now.
 
HAPPYKAZ said:
Ok I am T2 insulin dependent with metformin, work full time with challenging behaviour, when I get hit my bloods go lower quickly and have hypo'd on 3 occasions. My work want to get me risk assessed, which is fine by me, that was 18 monhs ago. When I do mention this its like speaking to myself, short staffed. asked for transfer twice and just told no. Have been told I better not talk myself out of a job. They know the story but keep ignoring me, getting frustrated with it all now.
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Have yo actually had your risk assessment? If so, what was the outcome of that?
 
@HAPPYKAZ , I'm neither a lawyer nor an HR Manager, but I can't imagine, in the bigger pictures you or employer are doing themselves any favours.

In your shoes, I would write to your Manager, outlining that you believe you have had risk assessment outstanding for some time (state a date if you can, provided it is accurate), further stating that leaving it outstanding leaves you both at risk of criticism at best and censure.

It is not in your employer's best interest that you are at risk of being unable to exercise your duties and put yourself and charges in any danger.

It is important these things go into writing, so that you have a record of trying very hard to do the right things.

If you are a member of a union, please do contact them.
 
AndBreathe said:
@HAPPYKAZ , I'm neither a lawyer nor an HR Manager, but I can't imagine, in the bigger pictures you or employer are doing themselves any favours.

In your shoes, I would write to your Manager, outlining that you believe you have had risk assessment outstanding for some time (state a date if you can, provided it is accurate), further stating that leaving it outstanding leaves you both at risk of criticism at best and censure.

It is not in your employer's best interest that you are at risk of being unable to exercise your duties and put yourself and charges in any danger.

It is important these things go into writing, so that you have a record of trying very hard to do the right things.

If you are a member of a union, please do contact them.
Click to expand...
Hi already have a paper trail, still no difference, I think its because I am one of the more experienced staff and don't want me to go anywhere
 
HAPPYKAZ said:
Hi already have a paper trail, still no difference, I think its because I am one of the more experienced staff and don't want me to go anywhere
Click to expand...

When you say they just said No to your request for a transfer, how long did it take to come to their decision? I'm just trying to work out if the issue is with a line manager not progressing things. Are HR involved?
 
As far as i know conversations with manager have not been recorded and hr are not involved.
 
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