Being a Supportive Employer and Colleague

  • MSNZ
  • Being a Supportive Employer and Colleague

Employers play a crucial role in supporting employees with multiple sclerosis (MS) to maintain meaningful and productive employment. By fostering an inclusive, flexible, and understanding workplace, you can help employees with MS thrive and contribute fully to your organisation.

Two grocery store employees smiling at the camera.

Why Being Supportive Matters

Supporting employees with MS is not just good practice it’s also a legal requirement under New Zealand’s Human Rights Act 1993. Employers must provide reasonable accommodations so that employees with disabilities, including MS, have equal access to work opportunities.

Practical Steps for Employers

Open Communication

  • Start by asking your employee if they are comfortable discussing their MS and any support they may need.
  • Respect privacy and confidentiality, and only share information with others with the employee’s consent.

Educate Yourself and Your Team

  • Learn about MS and its potential impact on work.
  • Provide information and training to managers and colleagues to promote understanding and reduce stigma.

Identify and Remove Barriers

  • Work with your employee to identify any barriers in the workplace that could be addressed with simple adjustments, such as flexible hours, modified duties, or changes to the workspace.

Explore Flexible Working Options

  • Consider flexible start and finish times, part-time work, job-sharing, or working from home.

Access Support and Advice

  • Contact organisations like MSNZ for information, advice, and referrals to health professionals who can help assess workplace needs.

Review Policies and Procedures

  • Ensure your workplace policies are up to date with current anti-discrimination laws and promote a positive, inclusive culture.

Reasonable Accommodation

What Is Reasonable?

  • The Human Rights Act requires employers to make reasonable adjustments to accommodate an employee’s disability, unless this would cause unjustifiable hardship.
  • What is “reasonable” depends on factors such as the nature of the business, the effectiveness of the adjustment, and the cost involved.

Examples of Accommodations:

  • Adjusting work hours or location
  • Providing ergonomic furniture or assistive technology
  • Allowing more frequent breaks
  • Modifying tasks or job responsibilities
  • Providing accessible facilities

How MSNZ Can Help?

Information and Advice

MSNZ provides resources and guidance for employers on supporting employees with MS.

Information and Advice

MSNZ provides resources and guidance for employers on supporting employees with MS.

How Can Regional MS Societies Help?

Referrals to Health Professionals

Your Regional MS Society can connect you with occupational therapists, physiotherapists, and other specialists to help assess workplace needs and recommend practical solutions.
Find your Regional Society here.

Outstanding Employers Recognition Programme

Recognising Supportive Employers:

  • MSNZ’s Outstanding Employers Recognition Programme celebrates employers who demonstrate best practice in supporting employees with MS.

Encouraging Best Practice:

  • By participating, you can showcase your commitment to inclusion and inspire other employers to follow your example.

Key Takeaways

  • Supporting employees with MS benefits everyone leading to higher morale, retention, and productivity.
  • Reasonable accommodations are a legal requirement and usually simple to implement.
  • Open communication, education, and flexibility are the foundations of a supportive workplace.
  • MSNZ is available to provide advice & resources to help you support your employees.

Employers and workplaces