Disclosing Tourette Syndrome
Understand Your Legal Rights
Tourette’s Syndrome is a disability under the Equality Act 2010, which means you are legally protected from discrimination. Understanding your rights ensures you can approach the disclosure confidently, knowing that your employer is obligated to provide reasonable adjustments without prejudice.
Choose the Right Time and Setting
Since Tourette’s symptoms can vary in intensity and may not be immediately obvious, timing your disclosure is crucial. Disclosing during a calm and private moment allows for a more constructive conversation.
Be Clear and Specific About Your Needs
Tourette’s is often misunderstood, with some people associating it only with vocal tics or assuming that it doesn’t require workplace accommodations. Being specific about your symptoms and the support you need helps to clarify any misconceptions.
Request Reasonable Adjustments
Reasonable adjustments are crucial for managing Tourette’s in the workplace. These could include flexible working hours, the ability to take short breaks, or even changes in your workspace to reduce stress triggers. When disclosing your condition, discuss specific adjustments that would help you perform your job effectively.
Document the Disclosure and Follow-Up
Tourette’s is often misunderstood, so be prepared for questions. Educating your employer and colleagues can reduce stigma and foster a supportive environment. You could also explain how your tics affect your daily life and how others can support you, such as not drawing attention to your tics.
Disclosing personal information, particularly regarding health or disability, in the workplace is a significant decision. Navigating disclosure can be challenging, but being well-prepared and informed can help you manage it more effectively.