Our Wellbeing Matters WorkWell Community Connector, Reece, shares feedback on supporting those Salford residents off work due to long-term conditions. 

Why do so many people hide their illness or disability at work?

Imagine living with a health condition that shapes your everyday life-but feeling unable to speak about it at work. For many employees, this is reality. Whether it's a long-term illness, a disability, or a hidden condition like chronic pain or anxiety, the fear of being judged, treated differently, or even pushed out of a job can be overwhelming.

This silence comes at a cost. People often struggle in the shadows, trying to keep up without the adjustments or support that could make work manageable and fulfilling.

Data from the 2019 UK Health Indicators report revealed that nearly half of the UK population 45.7% of men and 50.1% of women-reported having a long-standing health problem. This shows just how common chronic conditions are, making it even more critical for workplaces to provide support and enable staff to speak up.

Why do people stay silent?

There are many reasons employees hesitate to open up. Stigma remains a major barrier, research shows that 65% of neurodivergent employees fear discrimination from managers, and 55% fear it from colleagues. Birkbeck, University of London

Job security adds another layer with 59% of people with a disability or long-term health condition believing disclosing their condition to a potential employer could harm their chances of getting the job. Past experiences of seeing colleagues treated poorly or experiencing discrimination themselves, reinforce the need to stay quiet. In many workplaces, talking about personal challenges simply isn't the norm. Without visible role models or leaders speaking openly, disclosure can feel risky.

What are the consequences of not speaking up?

Hiding a condition has ripple effects. Employees often push themselves too hard, leading to exhaustion, burnout, or worsening health. Work performance can dip, not because of ability, but because reasonable adjustments aren't in place. The stress of 'keeping up appearances' can even harm mental health more than the condition itself.

UK research highlights how widespread this is. 43% of employees with less visible disabilities haven't told their employer. The numbers rise when looking at specific conditions. 62% of autistic employees, 56% of those with mental health conditions, and 54% with other non-visible health conditions keep their condition hidden according to data. Almost half of disabled employees 48% do not know their workplace rights, and even when people do disclose, only 26% request adjustments, often because of fear or prior negative experiences.

Further information on this research can be found here:

https://employeebenefits.co.uk/diversity-equity-and-inclusion/26-of-employees-with-a-disability-have-asked-for-workplace-adjustments/280097.article?utm

https://www.thehrdirector.com/business-news/health-and-wellbeing/third-uk-employees-keep-mental-illness-secret/

What helps people share?

There is hope. When workplaces foster trust, disclosure becomes less daunting. Employees are more likely to speak up if they see leaders modelling openness about health and wellbeing, understand their rights, have safe spaces for discussion, and trust their managers to respond with empathy.

Even small gestures like wellbeing conversations or staff networks can make a huge difference. When disclosure leads to support, the benefits ripple out, employees can work more sustainably, stress decreases, and workplaces benefit from the full potential of their talent.

Opening up in safe spaces such as your GP practice or with Wellbeing Matters social prescribing can support those needing support or who feel isolated in their condition. 

On the WorkWell programme, I've seen this transformation firsthand. One individual lived for years without telling her manager about a chronic condition. Through my gentle conversations with her, we weighed the pros and cons of disclosure and gained the confidence to ask for adjustments. The outcome was remarkable: a lighter caseload, more time between appointments, and a dramatic drop in stress. She told me that simply being heard changed everything.

Building workplaces where openness is safe

Sometimes the bravest thing an employee can do is speak up. I've seen firsthand how a single conversation-asking for a small adjustment or simply being heard-can transform someone's day, their wellbeing, and even their career. From my experience with Workwell, I've noticed that many organisations aren't fully geared up to understand the nuances of people's lives-the small, often invisible ways health conditions affect work.

Research also highlights the tricky catch-22 in workplaces: while employees often don't feel safe enough to disclose their needs, employers face barriers too. A study by Birkbeck University of London found that 69% of employers reported that lack of disclosure is an issue, 65% said managers don't know enough, and 30% had little faith that adjustments work. Without open conversations, neither side can fully support the other.

So, what do you think? Should we focus on building these safe spaces first, or encourage people to be more confident in sharing their challenges?

Are employers who claim to support people with conditions and disabilities walking the talk or is it just a hollow gesture society has forced upon them, a way to meet the bare minimum of being a responsible employer without truly changing anything?

My take: I believe people need the right environments to feel safe sharing this information-places where they aren't at risk of discrimination. Once that safety is in place, confidence to speak up can be nurtured and it is impossible to know about every condition, however the willingness to learn should be present.
 

If this blog resonates with you, please reach out to the WorkWell service at Wellbeing Matters with your GP in Salford at your next appointment. 

Wellbeing Matters Social Prescribing and WorkWell 

Our WorkWell Community[NS2]  Connector can support Salford patients who require further support for their health and wellbeing if they have been off work or unemployed for under 12 months. This could support patients who have a long-standing fit note, who may be facing health challenges, that make it difficult to stay in work or search for alternative employment. offering a strengths-based approach to working towards employment by improving health and wellbeing. Referrals to our Wellbeing Matters WorkWell Community Connector are made through our GP practices in Salford. 

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Each individual participating in WorkWell will receive tailored support in the form of one-to-one appointments, information and community options available to them. Our Community Connector will support to motivate and review progress and recommend further actions and activities related to the personalised action plan.

You may also find a link on your practice fit /sick note section online. 

WorkWell | Salford CVS

WorkWell (Health and Work Support)•Salford City Council

Calling all Community Interest Companies (CIC’s) and Charitable Companies, there has been a change in the law that you need to know about. 

From 18th November 2025, identity verification will be required for all newly registering directors and all people with significant control (PSCs), whether they are new or not.

The background

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Since April 2025, under the Economic Crime and Corporate Transparency Act 2023 (ECCTA 2023), people have been able to voluntarily verify their identity with Companies House.  

When I say people, I mean directors, anyone equivalent to a director, any person who is not a director but files on behalf of the company, and any other person who has significant control. A person with significant control (PSC) is someone who controls more than 25% of the board votes and/or has he ability to remove or replace directors. 

This can also include someone who in some other way holds significant control over the organisation- perhaps by having a veto. This change also affects CIC’s governed by shares, although they cannot be members of Salford CVS. 

It’s worth bearing in mind if you are involved with any other type of company. In organisations with shares including some models of CIC, control of more than 25% of the shares makes you a person with significant control.  Sometimes people with significant control are also known as Beneficial Owners.

Why is this important?

This is important because, from 18th November this year, it will be mandatory to provide a code linked to your virtual ID for new registrations and all PSC’s and it will be a criminal offence if you do not. Additionally, you will not be able to perform certain actions without first verifying, including incorporating a new organisation and filing returns.

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What do you mean by verify?

Identification through the government is usually linked to biometric data, which, for example, is on your passport. There are several different methods of verification, but there is a free government option. 

When you verify, you will be given a code. It is important to note that if you have two roles within an organisation, different procedures may apply and you may need more than one code. Links below explain the various ways to verify.

What is it important for?

This code is personal and unique to you, not your company. You'll be required to provide it when you're appointed to a new role, or for existing directors and PSCs, as part of the confirmation statement or other filings starting from autumn 2025. 

When do I have to do this?

• 18th November 2025: Identity verification becomes mandatory for anyone establishing a new company. It will also be a requirement for all newly appointed directors and all Persons with Significant Control (PSCs)  already in existing companies.
• 18th November 2025 (and for 12 months after): Existing directors will have a 12-month grace period to verify their identities. Companies House will seamlessly integrate this process into the company's annual confirmation statement, so existing directors will need to confirm they have verified their identity when submitting their next confirmation statement.
• 18th November 2026: Looking ahead, it will be a legal requirement for anyone submitting documents at Companies House on behalf of a company to have their identity verified, and there is some indication that all directors whether they are PSCs or not will eventually have to have VID. 

Don’t forget that this is mandatory for persons with significant control in new and existing companies from 18th November. There doesn’t appear to be any additional time allowance for PSCs in existing companies. So from the 18^th of November existing PSC’s will have a 14-day period to comply with identity verification requirements.

Although it is not mandatory now, you may wish to do it in advance so that you are compliant before 18th November and any issues are dealt with early. 

Going forward, you will need to add directors and persons with significant control at the same time as they are ready to be put on the register at Companies House. In terms of charitable companies, the IDV is probably best done at the same time as you carry out your checks on new trustees/directors for the Charity Commission.

It is also worth noting that this will significantly change the persons with significant control register; it will eliminate separate PSC registers and instead require companies to upload their PSC details directly to Companies House, which will become the central public register. This may, in turn, make checks on trustees and directors easier and serve as another good tool to establish conflicts of interest.

More info:

www.gov.uk/using-your-gov-uk-one-login/proving-your-identity

www.gov.uk/guidance/verify-your-identity-for-companies-house

www.gov.uk/guidance/when-you-need-to-verify-your-identity-for-companies-house