World Diabetes Day, celebrated on November 14th, is a global event promoting action on diabetes management in the workplace, urging society to “Know more and do more for diabetes.”
Diabetes: A Daily Reality
Diabetes is a chronic health condition that directly affects how our bodies convert food into energy, primarily by impairing the body’s ability to produce or use insulin, the key hormone in managing blood sugar levels.
Types of Diabetes
- Type 1 Diabetes: The body’s immune system attacks and destroys the cells that produce insulin, leading to a complete inefficiency in the body’s ability to self-manage blood sugar levels.
- Type 2 Diabetes: The body either no longer reacts effectively to insulin (insulin resistance) or doesn’t produce enough to manage blood sugar. It accounts for about 9 out of 10 adult cases and is often linked to unhealthy lifestyle choices, though genetic predisposition plays a role.
- Gestational Diabetes: A temporary condition that occurs during pregnancy when blood glucose levels become so high that the body can’t produce enough insulin to absorb it all.
The Workplace Challenge: Stigma and Stress
Globally, a staggering 589 million people are living with diabetes, and 7 in 10 of them are of working age.
For these millions of employees, diabetes is a daily reality, yet the workplace can often amplify the challenge, becoming a source of stress, stigma, and fear.
Many people with diabetes struggle to balance their health management with work expectations.
A lack of support in the workplace can negatively impact their care, overall well-being, and even career progression. The impact on mental health is significant, with:
- 3 in 4 people with diabetes have experienced anxiety, depression, or another mental health condition due to their diabetes.
- 4 in 5 people with diabetes have experienced diabetes burnout.
- 40% of 100 people with diabetes surveyed reported that managing their condition at work negatively impacts their mental well-being.
Common Workplace Challenges
Employees with diabetes frequently encounter obstacles that undermine their health and career:
- Harassment and bullying.
- Missing out on development and training opportunities.
- Being denied essential breaks (for snacks, rest, or bathroom use) needed for management.
- Discomfort in managing diabetes openly at work.
- Denied time off to attend crucial appointments.
- A general lack of workplace policy to support people with diabetes.
Understanding Diabetes Complications
While daily management is key, uncontrolled or mismanaged diabetes can lead to severe health complications:
- Hypoglycaemia (Hypo): This is a critical situation where blood glucose levels drop dangerously low, potentially causing the body to shut down and loss of consciousness. These events can be life-threatening.
- Diabetic Retinopathy: High blood sugar can lead to the deterioration of sight. It is standard NHS policy (and common international practice) for anyone over the age of 12 with diabetes to have annual eye screenings to prevent its onset.
- Amputation: High blood sugar levels increase the risk of circulation issues and nerve damage, making individuals with diabetes much more susceptible to serious foot infections that can lead to limb amputation, though this is typically the result of severe, long-term mismanagement.
Taking Action: 10 Ways to ‘Do More’
The call to action, ‘Know more and do more for diabetes at work, ‘ is vital. By fostering an inclusive and supportive environment, employers and employees can start the change for the better.
“I would urge all employers around the world not to judge people with diabetes because we are as capable as any other person,” says Anum, who has lived with type 1 diabetes since 1996.
Making a workplace friendlier and more accommodating requires intentional steps. Here are 10 ways organisations can actively support their employees with diabetes:
- Provide a safe and private space for diabetes management and adequate storage for supplies.
- Offer mental well-being support to employees.
- Ensure access to food, water, toilet facilities, and breaks for attending to medical needs.
- Make healthy food and snacks available in the workplace.
- Have a trained first aider and the necessary supplies to treat a diabetes-related emergency.
- Organise diabetes screenings for employees.
- Offer flexible working arrangements (e.g., part-time or remote work).
- Foster an inclusive environment, free from fear and diabetes-related stigma.
- Encourage physical activity through programmes and incentives.
- Make information about diabetes available in the workplace.
By implementing these changes, workplaces can move from being a source of stress to an environment of support and equality, ensuring that employees with diabetes can thrive both professionally and personally.
Frequently asked questions:
Do I have a claim?
High levels of stress over a period of time runs the risk of damaging mental health to the extent that medical intervention is required. Employers have a legal obligation to take measures to support both the physical and mental wellbeing of staff.
Common stress at work claims can include:
- Workplace bullying: Physical or verbal abuse, being belittled, excluded, malicious pranks, aggressive and passive-aggressive treatment, etc.
- Harassment at work: Threats, physical, verbal and sexual assault, attacks on ‘protected’ characteristics, and some of the behaviours listed under workplace bullying.
- Lack of training: Pressure of doing a job and do it well, having been offered insufficient or zero training.
- Excessive workload: Having far too much work for one person to manage. This can affect both and personal life.
- Denial of rights: Such as toilet, coffee or lunch breaks, permission to attend medical appointments, unreasonably required to stay after hours, etc.
- Unfairly applied policies or procedures: Selective enforcement of rules, unreasonable demands, or being singled out to do something when you are unable to do.
- Having mental health issues ignored: When your employer has full disclosure about a mental health condition, yet they don’t make satisfactory adjustments to accommodate your needs within the workplace.
Compensation is pursued in the county courts against an employer who has failed in their legal duties to keep their employee mentally safe at work despite being aware that risks were present, causing harm to that employee’s health.
How do I make a claim?
Before deciding if a claim is the best option for you, it’s important to seek initial legal advice. Oakwood Solicitors Ltd offers a free initial assessment and would be happy to examine any documents you have and discuss whether we think that action could be taken.
If you find a solicitor who believes that your claim has merits, it is important to consider the impact on your health that moving a claim forward may have. Litigation can be stressful and may have an adverse effect on your health.
We are not doctors, so we cannot give you medical advice – but we do have a duty to advise you that pursuing a claim will be a reminder of the stress that led to your psychiatric condition whilst it is ongoing.
The only outcome of a successful claim is financial compensation. You may see litigation as a way of getting answers, but most cases settle out of court, meaning that many questions may remain unanswered.
Doctors’ advice may be that you will only be able to make a good recovery from your illness once you can move on from your issues. Litigation may therefore delay your recovery. Any decision to proceed must be your own, in conjunction with medical advice.
If you agree to proceed with a claim, our team will be happy to explain the process in further detail with you.
Further information:
World diabetes day.
Oakwood Solicitors: Diabetes Claims.
WHAT TO DO NEXT
If you have felt unsupported by your employer regarding your diabetes, get in touch today for a no-obligation consultation.
Choose one of the methods on the right-hand side of this page or call us on 0113 200 9720 to find out how we can help you.
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Jessica Rowson started as a Paralegal at Oakwood Solicitors in July 2010, qualifying as a Solicitor in September 2013. Following her qualifying as a Solicitor, Jessica established a niche department …
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