Workplaces can be tough for anyone, but if you’re living with anxiety, the impact can be overwhelming. Racing thoughts, panic attacks, difficulty concentrating, and physical symptoms like nausea or palpitations can make even routine tasks feel impossible. The good news? You have rights. Under the Equality Act 2010, employers must make reasonable adjustments if your symptoms put you at a substantial disadvantage compared to others. But what does that mean in practice, and how do you make it work for you?
Let’s break it down, step by step, with real examples and practical solutions.
What Does the Law Say?
The Equality Act 2010 protects you if you have a physical or mental impairment that has a substantial and long-term effect on your ability to do normal daily activities. Severe anxiety can meet this threshold—especially if it affects your work, relationships, or self-care. You don’t need a formal diagnosis to be protected, but having one (from your GP, therapist, or Occupational Health) can help when negotiating changes.
The duty to make adjustments kicks in when your employer knows (or should reasonably know) about your impairment and the disadvantage it causes. What counts as “reasonable” depends on how effective, practical, and affordable the adjustment is, and how it affects the business. It’s not a blank cheque, but it’s more than just a tick-box exercise.
Do I Have Anxiety?
What’s Happening Inside Your Body
Anxiety is more than just feeling stressed. It’s a persistent state of worry or fear that can affect your mind and body. Your nervous system may be in “fight or flight” mode, causing symptoms like rapid heartbeat, sweating, stomach issues, and muscle tension. For some, anxiety is triggered by specific situations (like public speaking or social events); for others, it’s a constant background hum.
How It Makes You Feel
Anxiety can cause:
Racing thoughts, excessive worry, or dread
Difficulty concentrating or “brain fog”
Irritability, restlessness, or feeling on edge
Sleep problems or fatigue
Physical symptoms like headaches, nausea, or chest pain
These symptoms can be unpredictable and may flare up during stressful periods or without warning.
How It Can Affect You in a Workplace
Anxiety can make work challenging, especially if your symptoms are severe or unpredictable. You might struggle with:
Concentration and memory, making tasks harder to complete
Attending meetings, making phone calls, or public speaking
Managing deadlines or changes to routine
Needing time off for therapy, medical appointments, or recovery after panic attacks
If anxiety is affecting your ability to work, you have the right to ask for reasonable adjustments. This could mean flexible hours, remote work, or extra support from your manager.
What Kind of Adjustments Actually Help?
Generic advice is everywhere, but let’s get specific. Here are adjustments that often make a real difference for people with anxiety:
Flexible Working: Request the option to work from home, adjust your hours, or take breaks when symptoms are severe. For example, if you’re a customer service rep, you might ask to start later on days after therapy sessions.
Time Off for Appointments: Ask for paid or unpaid leave for therapy, counselling, or medical reviews.
Quiet or Rest Spaces: Request access to a quiet room or a space to decompress if you’re experiencing panic or overwhelm.
Clear Communication: Request written instructions, regular check-ins, or advance notice of changes to routines or meetings.
Supportive Technology: Ask for permission to use apps or tools that help manage anxiety (e.g., mindfulness apps, breathing exercises).
Awareness Training: Suggest anxiety awareness training for managers and colleagues to foster understanding and reduce stigma.
Adjustments to Workload: Ask for temporary changes to deadlines, targets, or duties during severe symptom periods.
Some employers offer annual allowances for Occupational Health assessments or therapy sessions—check if your workplace has an Employee Assistance Programme or similar scheme.
How to Ask for Adjustments (and Get Results)
It’s natural to feel anxious about asking for help, but a clear, practical approach works best. Here’s how to do it:
Write a Short Request: Explain the specific difficulties you’re facing at work due to anxiety. For example, “I experience panic attacks and difficulty concentrating during busy periods, which affects my productivity.”
Propose Specific Adjustments: Pick three to five changes that would make the biggest difference. For instance, “Could I work from home on high-anxiety days, have flexible start times, and access a quiet space when needed?”
Attach Evidence: If you have Occupational Health notes, a therapy attendance record, or a brief self-assessment, include them. Map your difficulties to the tasks you struggle with.
Suggest a Trial Period: Propose a six to eight week trial, with a review date to tweak what’s working and what isn’t.
Keep a Record: Send your request by email, and keep notes of meetings and agreed actions. This helps if you need to follow up or escalate.
What Should Your Evidence Bundle Include?
You don’t need a mountain of paperwork. A simple bundle might include:
Occupational Health recommendations (if you have them)
A short role profile and examples of tasks affected (e.g., panic attacks, difficulty with meetings, unpredictable symptoms)
Any supportive clinical documentation or therapy attendance record
Proposed adjustments linked directly to each difficulty
Pitfalls and Watch-Outs
It’s easy to fall into common traps:
Only Stating Diagnosis: Don’t just say “I have anxiety.” Describe how it affects your work and what you need to succeed.
Asking for Everything at Once: Prioritise high-impact, low-cost adjustments first. You can always add more later.
No Review Date: Without a trial and review, adjustments can drift or be forgotten.
Silence After Disclosure: If nothing happens after you disclose, follow up. Use HR or a formal process if needed.
Real Example
Alex, a data analyst with anxiety, struggled with panic attacks and difficulty concentrating in a busy office. After sharing an Occupational Health report, his manager trialled remote work on high-anxiety days, sent written agendas before meetings, and allowed access to a quiet space for breaks. Within two months, Alex’s productivity improved and his sick days reduced.
If You’re Struggling to Get Adjustments
If your employer drags their feet, keep following up. If you’re ignored, consider raising a formal grievance. ACAS Early Conciliation is a step before any tribunal claim, and it’s worth using if things don’t improve.
Final Thoughts
Navigating anxiety at work isn’t just about getting by—it’s about thriving. Reasonable adjustments aren’t a favour; they’re a legal right. The key is to be specific, practical, and persistent. Start with what will make the biggest difference, keep the conversation going, and don’t be afraid to ask for what you need.
Disclaimer: This article provides general information for educational purposes only. It is not legal, medical, financial or tax advice. Outcomes can vary based on your personal circumstances.
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