"I applied with my severe disability"
Talking about your chronic illness at work - or would you rather keep quiet? Sarah, in her mid-40s, works in the public sector and has done so. But that wasn't always the case. In this interview, she talks about why she spoke up after all, what helped her and how employers can support people with chronic illnesses.
Chronicallyill at work: openness or taboo?
Chronic illness is rarely talked about in a work context, even though it affects a great many people. Why do you think that is?
Sarah: We live in a society that provides for a long working life. Traditionally, we would have to work for at least 35 years, preferably 45 years, to earn sufficient pension entitlements. But I can only do that if I remain productive. And ability is mainly associated with physical performance, less with skills. Any form of chronic illness initially brings with it the worry that you will no longer be as resilient.
In addition, there is still very little knowledge about chronic diseases, but all the more prejudice.
What prejudice, for example?
Most people think in terms of "healthy" and "ill". However, a chronic illness is something very fluid. I would generally divide chronic illnesses into those that can be easily integrated into everyday life and those that are more difficult. In addition, every chronic illness has good and bad phases, so the daily form can also be different.
I have a mixture of different chronic illnesses. Some affect me more, some less. I suffer from migraines and have some chronic impairments as a result of cancer treatment. Because of these, I was recognized as having a degree of disability (severe disability).
Have you discussed your illness at work?
I deliberately applied for my current job with my severe disability because I also see it as a political issue. However, this also means that I take on the "burden" of often being asked about this topic by colleagues and being the "explainer". I also wanted to retain the rights associated with the severe disability. These include, for example, five additional vacation days and special protection against dismissal.
However, I can well understand that many people think carefully about whether and when to mention their illness in the application process or at their new workplace. After all, you never know exactly what the corporate culture is really like beforehand.
The legislator has created regulations for people with chronic illnesses, which, under certain conditions, can entitle them to severely disabled status under social law. Above a certain degree of disability, this means five additional days of vacation, tax relief and better protection against dismissal.
How can I find out whether a company is open about the topic?
I would take a look at the company website. Does the topic appear there? Is there any indication that the company is actively involved in inclusion? What health services are available? This will at least give me an initial feeling of whether I can talk about my illness at work or whether I'd better be careful.
Would you like companies to communicate the topic more openly?
Absolutely! It is actually the company's responsibility to create a climate in which chronically ill people feel safe. Although many job advertisements state that applications from people with severe disabilities are welcome, this is often just an expression of the legal obligation to give preference to people with severe disabilities with the same qualifications.
What offer from the employer is helpful?
For example, it is enormously helpful if it is clear that health is an important topic in the company and there are clear rules for everyone. For example, I have to take a medicine every day after a meal and I need this meal. If legally prescribed breaks in the organization are also taken daily by everyone, I don't have to insist on a fixed lunch break as an individual. Also, if there are clear rules on how to deal with absences due to illness and who covers for me and how, it is much easier for me to apply this to my individual situation without having to constantly explain why I might have more frequent doctor's appointments or absences due to illness.
Under certain conditions, chronically ill people can receive a care level if they are permanently and significantly restricted in their independence. Depending on their classification, they are entitled to benefits such as care allowance, support in everyday life and relief for relatives.
You applied openly with your severe disability. Did your team know about your chronic illness right from the start?
No, severe disability is a confidential personnel matter. If I state it in my application documents, the HR department will know that my degree of disability entitles me to five additional days' leave, for example. But that doesn't automatically mean that my manager or the team will find out about it. This is a second decision: do I talk openly about my illness in my working environment?
Did you mention it later?
Yes, I'll say it openly. I can't see the side effects of my therapies, but they are chronic. For example, it's important for me toeat regularly and take breaks, and I can't lift heavy things because of the operations.
How do I talk about my chronic illness at work?
What advice would you give to others who would like to talk about their illness at work?
I would start with myself: What do I really need to be able to work well? It helps to imagine the ideal working day - but realistically. So not "the sun is shining, my child didn't grumble this morning and everything is going perfectly", but specifically: what helps me to get through the working day productively and in the healthiest way possible?
Are there contact persons in the company who can provide support?
Many companies have staff councils, works councils and/or contact persons for health. These are usually bound to confidentiality and can advise on what support is possible. In addition, it can help to network with colleagues and have allies in the team who support the topic and also remember to take a break in between meetings so that everyone can move around.
Of course, this is easier for people who work in an office than for a cashier, a sausage seller or a cleaner. That's what I would like to see: That not only people in high-paying jobs can work healthily, but that good solutions are found for everyone.
Where can I find good tips outside the company?
Self-help groups - including online or on social media - are great. Other sufferers often have good tips and solutions that you might not have thought of yourself.
What strengths do chronically ill people bring to the team?
Many people first see challenges when they think of chronically ill employees. What can a chronically ill employee do that other colleagues cannot?
Of course, I can only speak from my own experience. People who live and work with ongoing challenges - be it a chronic illness or family responsibilities - are often extremely adaptable. They have learned to deal with crises and use their resources flexibly, and are good at finding solutions to unexpected problems. This often makes them more creative and resilient .
And we are a good reminder that everyone wants to work healthily and what it takes to do so. When a company creates a working environment that promotes healthy working practices for everyone, all employees, including managers, benefit.
Who else benefits?
If I take my breaks or do regular back exercises, my colleagues might also remember to look after their own health - and stay healthy for longer
Exciting point - active health management in the team!
I think it's great that you are tackling this issue, because it's something we can no longer imagine life without. Our society is getting older, chronic illnesses are on the rise - and yet gainful employment is an important pillar of life for many of us. It's not about whether people with chronic illnesses can work, but about how employers can create an environment in which this is possible. If this is the case, we don't have to constantly justify ourselves, but can simply do our job - just like everyone else.
