Employment: Support for Young People with IBD

Yesterday we brought you news about the release of a new report about IBD, young people and work (which can be found on the main Me and IBD website). It raised concerns about finding employment and staying in employment. But what support is there for you?

You probably have the same hopes, aspirations and needs as any other young person, but for you IBD is also part of the equation. If you are looking for a job or are already at work, you may be wondering whether you need to tell prospective or actual employers about your condition. Or whether it is a good idea to tell your colleagues. What rights do you have; what rights does your employer have? What are your options?

All these questions are answered in our information sheet Employment and IBD: A Guide for Employees and some more info can be found in another of our info sheets IBD Concerns for Young People, which has all sorts of general info about life with IBD. 

Many people with IBD want to and do have a a successful work career, but sometimes managing IBD at work can be a challenge. Raising awareness of Inflammatory Bowel Diseases, their impact on work and the simple steps that employers can take to improve working conditions is what the charity is striving to achieve.

One way we've found useful is the Crohn's and Colitis UK 'Good Desk Bad Desk' website - www.GoodDeskBadDesk.com - which shows (unsurprisingly, given the name) a Good Desk and a Bad Desk for an employee with IBD. It's a really simple way of showing employers the nightmares that can be overlooked by people who are ignorant of IBD symptoms. The really basic stuff - such as being near the toilets or a bit of flexibility for hospital appointments. These things can make all the difference.

You can also help inform your new boss and work colleagues about IBD by giving them the information sheet specially designed for employers. It is intended to help employers and managers understand what it means to have IBD, and how it can be possible, sometimes with minimal changes, for people with Ulcerative Colitis or Crohn’s Disease to work successfully and to fulfil their potential. It also considers the legislation that is relevant for managing people with such long-term health conditions.

"These challenges can be overcome but it requires action from people with IBD, their teachers, employers, and careers advisers, as well as policymakers and health professionals. By working together to implement some simple measures, we believe that people with IBD can be supported to gain the qualifications, education or training and access the careers they want, benefitting not only themselves and their families, but society and the taxpayer as well."

David Barker

CEO of Crohn's and Colitis UK

DID YOU KNOW??

One third of NEETS (that's those young people who are Not in Employment, Education or Training) don't claim benefits. 

If you'd like more information on your rights and for more details on what you may be entitled to head over to our main website, where there is a wealth of information. Click here.

Employment and IBD Part 1 - Telling Work About IBD

If you have Crohn’s Disease or Ulcerative Colitis – conditions collectively known as Inflammatory Bowel Disease (IBD) – you may be concerned about your employment position. You may be employed or looking for a new job. You may be on benefits and are thinking about returning to work. While IBD is a chronic condition, with appropriate treatment it is often possible to remain well for long periods and many people with IBD are able to work full-time. 

This series of articles sets out to answer some questions you may have about your possible options and how you may be protected by law. The quotations that are included are all from people who have IBD who responded to a 2011 Crohn’s and Colitis UK survey on IBD and employment.


Who should I tell about my IBD? 

If you are applying for a job you may be concerned that you will be at a disadvantage if you declare your IBD during the recruitment process, whether on an application form or at an interview. The Equality Act 2010 makes it unlawful for employers to ask invasive questions about your health - including previous sickness absence - before making a job offer. This applies to questions that are included on an application form as well as questions asked during an interview. 

Employers should consider whether or not you can do the job rather than ruling you out early on in the process because of your health condition. A job offer may be conditional on a medical examination or satisfactory completion of a medical questionnaire after the job offer stage. A conditional offer should only be withdrawn on medical grounds at this stage if it can be shown that you would not be able to do the job once reasonable adjustments have been made. If you deliberately withhold information at this stage and it comes out later, you could risk being dismissed. You may also find it helpful to show any prospective employer our leaflet ‘Employment and IBD: a guide for employers’.

If you are already in a job when you are diagnosed with IBD, or if your condition becomes worse, you may wonder whether to tell your manager about it. There is generally no legal requirement to disclose a medical condition - but it may be required in your own personal contract of employment. 

There can be some advantages in telling your manager. Firstly, hiding symptoms can be a strain and it may be a relief to talk about your IBD. Also, if your employer knows about your IBD, they should make reasonable adjustments for you if you fall within the definition of a disabled person in the Equality Act 2010. Generally, employers will deal sympathetically with an honest approach, and sometimes a lack of understanding can create more problems, but it has to be your decision.

“I think it is important to explain to your 

employer about your condition. Being 

open and up front, in my case, has 

helped, and if they are good 

employers they will understand.”

If you want some support when you tell your employer, you could ask someone else to accompany you, such as a colleague, an occupational health worker or a trade union representative. Even if you tell an employer or prospective employer about your IBD, you may not wish it to become public knowledge. You also need to decide if and what you are going to tell your co-workers and colleagues. Again, there can be advantages in letting others know about your IBD. If fellow staff know that you have a chronic condition and what it means, they are more likely to give you the support and assistance you need, helping to create a better working environment. If they do not know, they may draw the wrong conclusions or believe you are getting preferential treatment if your employer makes adjustments for you. Being more open could also mean that you wouldn’t, for example, have to hide taking your medication or that you have painful stomach cramps.


It is common for people to feel embarrassed when talking about bowel movements, so you may find it difficult to explain your symptoms, especially urgency and the frequent need to rush to the toilet. You may find it helpful to give your manager and/or your colleagues some of our information sheets or booklets such as Understanding Colitis and Crohn’s Disease. Explaining that IBD is not infectious is often particularly helpful, as this may be a concern. It may also be useful to make it clear that IBD is different from Irritable Bowel Syndrome. 


The 2011 Crohn's and Colitis UK survey found that 81% of employees had told their employer or HR department about their IBD, and 77% had told their coworkers. Most employees said that they felt comfortable about discussing their condition, but two in five respondents said that they worry their colleagues may think that they do not pull their weight at work because of their IBD symptoms. A quarter said that they worry about being discriminated against in the workplace as a result of their IBD.

In Part 2 - Employment Rights, Disability, Equality and Discrimination