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How employers can support employees with Multiple Sclerosis (MS) at work

(clockwise L to R) Karan Nagrani, Kerrie Loveless, Janeene Beeforth, Anaab Rooble, Primal Fernando, Sophie Burzacott, Katrina Webb and Daniel Valiente-Riedl.
Image: a woman is holding a coffee cup and smiling while looking at a laptop screen.

Multiple Sclerosis (MS) is one of the most common diseases of the central nervous system. It affects young adults, with most diagnoses in Australia occurring between 20 to 40 years of age.

No two people will experience MS in the same way. MS can affect the brain, optic nerve, or spinal cord. Its symptoms are unpredictable and can be a combination of health problems, including:

  • Muscular spasms, problems with coordination, balance, and functioning of the arms and legs
  • Heat sensitivity
  • Vertigo, speech, or vision impairment
  • Depression and cognitive difficulties, such as reduced concentration and memory

MS in Australia: Key statistics

A 2021 interim report by MS Australia and Menzies Institute for Medical Research on the Health Economic Impact of Multiple Sclerosis in Australia, states:

  • More than 33,000 Australians, and an estimated 2.8 million people worldwide, have MS.
  • Up to two Australians are diagnosed with MS every day.
  • Three out of four Australians diagnosed with MS are women.

MS and the workforce: the importance of an inclusive workplace culture

The experience of MS varies from person to person. People with MS may continue to remain in the workforce for a long time after a receiving diagnosis. Employers can work with employees to have an inclusive and supportive workplace culture. This can help people with MS to maintain independence in their roles. It also encourages them to contribute their best to the organisation.

Tips for employers to support employees with MS at work

People with MS represent a significant talent pool. They can be valuable employees. All you need is an inclusive approach to make them a part of the workforce.

Here are some tips employers can explore, to support employees with MS at work:

Talk to your employee. Have an open conversation about any workplace adjustments they may require. Start by asking supportive questions, such as:

“What can I do to help you be your best with your application / interview / role?”

“What barriers may you experience at work?”

“What supports have worked for you previously?”

It can help build trust and understanding. It can help you understand what supports to put in place. And give employees the support they need to perform their jobs safely, productively and with autonomy.

Our Conversation Guide on workplace adjustments will help you start open and actionable discussion with your employees on adjustments.

Here are some examples of adjustments that may be helpful at work:

  • Provide a flexible work arrangement. This could be reduced work hours, work from home, or frequent breaks.
  • Provide an accessible workplace. It includes an accessible kitchen, bathrooms, parking, workstations, and more.
  • Adjust worksite temperature. Block direct sunlight through windows. Or, put air conditioners and fans at the workstation.
  • Use assistive devices, for example, voice recognition software and magnifiers.
  • Provide written job instructions to support employees who have cognitive impairment.

Additionally, the Disability and Adjustment tool on the JobAccess website is a good starting point for employers. It includes information on the types of adjustments employers can make to support people with MS. These changes might be beneficial for employees.

Protect privacy of information: It’s an employer’s responsibility to keep health-related information provided by the employee confidential. If you need to share such information with other team members, you must get written consent from the employee. Learn how you can protect the privacy of your employees.

Involve all employees in decisions about their future roles, responsibilities, and opportunities for career growth. You can download our Career Progression Guide to learn good practice on how to build accessible and inclusive career progression opportunities for people with disability.

Funding for workplace adjustments

Employers can access funding for adjustments through the Australian Government’s Employment Assistance Fund (EAF). This includes modifying the workplace. It also includes buying assistive technology, organising awareness training or one-on-one support.

Are you looking for support and advice on workplace adjustments, reach out to JobAccess

Contact us at 1800 464 800 to discuss your specific needs and requirements.

You can also submit an online enquiry or visit our website for more information.

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