Brain injuries can have a profound impact on a person’s life, and when it comes to returning to work, both employees and employers face unique challenges. Whether the individual is returning to their previous role or starting anew, employers must be prepared to offer support and make necessary adjustments – not just because it’s morally right but because it is legally required. Employers do not have the luxury of turning a blind eye to this, as statistics indicate that a person is admitted to hospital with a brain injury every 90 seconds. Brain injuries can present subtly, and chances are you will know someone who has survived a brain injury, even if you are not aware of it. ‘Brain injury’ refers to both traumatic injuries (caused by an external impact, such as a car accident or assault) and acquired brain injuries (caused from internal factors, such as a stroke or tumour).
Below I offer some tips for employers on supporting employees with brain injuries throughout their employment.
Understanding brain injuries
It’s important to know that no two injuries are alike, and that a brain injury can manifest in many forms, physically and cognitively. It’s not uncommon for brain injury survivors to suffer some or all of the below impairments:
- Fatigue;
- Memory loss;
- An impact on their IQ;
- Difficulties processing information;
- Difficulties with concentration;
- Behavioural changes including mood swings, anxiety and irritability;
- Physical restrictions affecting their ability to independently mobilise, lift or hold.
There is no “one size fits all” approach. Supporting an employee will require the employer to understand the individual’s specific needs.
The law and guidelines
Under the Equality Act 2010, employers are obligated to make reasonable adjustments for employees with disabilities to ensure they are not disadvantaged. It’s on the employer to proactively assess the employee’s needs. Failure to provide reasonable adjustments could be seen as a form of disability discrimination and could leave the employee eligible to bring an employment tribunal claim.
Disability is defined as: “a physical or mental impairment [which] has a substantial and long-term adverse effect on the person’s ability to carry out normal day-to-day activities.” “Long-lasting” means having lasted, or likely to last for, at least 12 months. Day-to-day activities are not defined by an exhaustive list but are likely to include things like shopping, reading, writing, talking, getting dressed, housework, travelling (including public transportation), and engaging in social activities.
To help employers, national brain injury charity, Headway, have put together a guide for employers, to help them understand some issues their employees may be facing and how best to work with them.
Tips for employers
- Gradual Return to Work
For many brain injury survivors, returning to work may feel daunting. They may be worried about their performance, health or reactions from their colleagues. A phased return is often helpful, allowing the employee to ease back at a pace that works for them.
A phased return could involve building up either the amount of time they’re working or the complexity of the tasks and responsibilities they have.
- Involve Professionals
With the employee’s consent, employers should work with medical professionals, such as the employee’s rehabilitation team or an occupational therapist, to ensure that their return to work is being appropriately assessed, managed and monitored. An occupational health assessment early on is always helpful.
- Open Communication
It’s important to remember that the employee is likely to be nervous. An employer should adopt a confidential and open dialogue of communication with them, to understand their difficulties. Ask the employee what they need – chances are they will already have thought of what might help. Working with them can help both parties. Ensure that the individual’s manager and HR are involved each step of the way, alongside other medical professionals, so everyone is on the same page. Don’t forget, communication must be ongoing. Employers will need to be prepared to react to changes and adjust their expectations accordingly.
- Assess and Make Reasonable Adjustments
Consider what adjustments can be made to help the employee transition back into their role. What is a “reasonable adjustment” will depend on the cost and difficulty of putting in place the adjustment and the employee’s injuries, needs and their role. It may include changes to their work environment, hours, duties, or equipment. Employers must consider the cost of these adjustments, monitor their effectiveness and provide ongoing support, when necessary.
An employer is not obligated to provide every requested adjustment, although they must consider what is reasonable. Employers could look to allow flexible working hours, more frequent breaks, working from home or specialist equipment. Employers may be eligible for some financial support for the cost of making adjustments. The Access to Work scheme can provide funding for things like specialised equipment, support, or adaptations to the workplace.
- Foster an Inclusive Environment: Training for Managers and Colleagues
Training for managers and colleagues is crucial to ensure that the team is aware, abiding by confidentiality restrictions, of the potential challenges an employee with a brain injury may face. This could include education on how the individual’s symptoms may manifest in the workplace and how best to support the individual. The individual must be fully involved in this, to ensure they’re happy with their personal information being shared.
Employers should be open-minded and flexible in welcoming an employee with a brain injury. Every individual will have unique needs and employers who are proactive in offering support and making necessary adjustments will not only improve the employee’s chances of success but also create a more inclusive and compassionate workplace culture.
April 9, 2025
Supporting employees with brain injuries: key tips for employers
by Ipek Tugcu • Comment, Wellbeing
Below I offer some tips for employers on supporting employees with brain injuries throughout their employment.
Understanding brain injuries
It’s important to know that no two injuries are alike, and that a brain injury can manifest in many forms, physically and cognitively. It’s not uncommon for brain injury survivors to suffer some or all of the below impairments:
There is no “one size fits all” approach. Supporting an employee will require the employer to understand the individual’s specific needs.
The law and guidelines
Under the Equality Act 2010, employers are obligated to make reasonable adjustments for employees with disabilities to ensure they are not disadvantaged. It’s on the employer to proactively assess the employee’s needs. Failure to provide reasonable adjustments could be seen as a form of disability discrimination and could leave the employee eligible to bring an employment tribunal claim.
Disability is defined as: “a physical or mental impairment [which] has a substantial and long-term adverse effect on the person’s ability to carry out normal day-to-day activities.” “Long-lasting” means having lasted, or likely to last for, at least 12 months. Day-to-day activities are not defined by an exhaustive list but are likely to include things like shopping, reading, writing, talking, getting dressed, housework, travelling (including public transportation), and engaging in social activities.
To help employers, national brain injury charity, Headway, have put together a guide for employers, to help them understand some issues their employees may be facing and how best to work with them.
Tips for employers
For many brain injury survivors, returning to work may feel daunting. They may be worried about their performance, health or reactions from their colleagues. A phased return is often helpful, allowing the employee to ease back at a pace that works for them.
A phased return could involve building up either the amount of time they’re working or the complexity of the tasks and responsibilities they have.
With the employee’s consent, employers should work with medical professionals, such as the employee’s rehabilitation team or an occupational therapist, to ensure that their return to work is being appropriately assessed, managed and monitored. An occupational health assessment early on is always helpful.
It’s important to remember that the employee is likely to be nervous. An employer should adopt a confidential and open dialogue of communication with them, to understand their difficulties. Ask the employee what they need – chances are they will already have thought of what might help. Working with them can help both parties. Ensure that the individual’s manager and HR are involved each step of the way, alongside other medical professionals, so everyone is on the same page. Don’t forget, communication must be ongoing. Employers will need to be prepared to react to changes and adjust their expectations accordingly.
Consider what adjustments can be made to help the employee transition back into their role. What is a “reasonable adjustment” will depend on the cost and difficulty of putting in place the adjustment and the employee’s injuries, needs and their role. It may include changes to their work environment, hours, duties, or equipment. Employers must consider the cost of these adjustments, monitor their effectiveness and provide ongoing support, when necessary.
An employer is not obligated to provide every requested adjustment, although they must consider what is reasonable. Employers could look to allow flexible working hours, more frequent breaks, working from home or specialist equipment. Employers may be eligible for some financial support for the cost of making adjustments. The Access to Work scheme can provide funding for things like specialised equipment, support, or adaptations to the workplace.
Training for managers and colleagues is crucial to ensure that the team is aware, abiding by confidentiality restrictions, of the potential challenges an employee with a brain injury may face. This could include education on how the individual’s symptoms may manifest in the workplace and how best to support the individual. The individual must be fully involved in this, to ensure they’re happy with their personal information being shared.
Employers should be open-minded and flexible in welcoming an employee with a brain injury. Every individual will have unique needs and employers who are proactive in offering support and making necessary adjustments will not only improve the employee’s chances of success but also create a more inclusive and compassionate workplace culture.
Ipek Tugcu is Head of Adult Brain Injury at Bolt Burdon Kemp