We are deep in hay fever season and many of us are struggling with the classic symptoms of streaming eyes, runny nose and constant sneezing.
Many working days are lost due to hay fever but sometimes it is viewed by employers as a minor condition and often not taken seriously.
Because of this, employees may feel reluctant to speak up about the problems they are dealing with on a day-to-day basis and a lack of empathy is often reported towards them.
But what are employers’ obligations when dealing with staff who struggle during the summer months?
Doreen Reeves, employment lawyer with legal services provider, Slater and Gordon, says companies should be mindful of the problems faced by employees who suffer hay fever.
She said: “Struggling with hay fever on a daily basis can be incredibly draining and this may impact somebody’s output at work.
“Employers should try to help their staff by being sympathetic and maybe offering them the chance to work from home where possible when the pollen count is exceptionally high or ensuring that they work away from open windows.
“Hay fever is classed as a seasonal allergic rhinitis which is excluded as a disability under the Equality Act 2010 (Disability) Regulations 2010 and will not qualify as a disability under the Equality Act 2010 unless it is linked to or aggravates the effect of other conditions such as asthma, therefore, employers are not legally obliged to make reasonable adjustments for sufferers.”
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