At the Stroke Association, we recognise the value stroke survivors add to our workplace.
This information is aimed at employers. It can help you support an employee returning to work after a stroke. It can also help you support people with disabilities or different needs after a stroke. Your organisation can celebrate diversity, and benefit from the contribution of those with different life experiences.
Stroke survivors can access information on returning to work by visiting our dedicated webpages or by calling our Stroke Support Helpline on 0303 3033 100.
We have information on all aspects of stroke. If you have a question that has not been answered by this information, call our Helpline.
On this page:
- What is a stroke?
- Who is at risk of having a stroke?
- Frequently Asked Questions
- Effects of stroke: what might an employee be coping with?
- Where to get help and information
- Accessible resources
What is a stroke?
A stroke happens when the blood supply to part of the brain is cut off, killing brain cells. A stroke can be caused by a blood clot creating a blockage in the brain or by bleeding in or around the brain. Find out more about what a stroke is and the causes of a stroke.
Who is at risk of having a stroke?
Many people think that strokes only happen to older people, but stroke can strike anyone at any time. Younger people can have strokes too.
One in four strokes in the UK happen in people of working age.
With the right support and guidance, many people successfully return to work after a stroke.
Frequently asked questions:
The Equality Act 2010 states a disability should not stop someone from working or having the same rights and access to opportunities as other people. The legal definition of a disability in the UK is a physical or mental impairment that has a substantial and long-term effect on your ability to carry out daily activities. This includes emotional and cognitive problems due to a stroke.
As an employer, you have a duty to make reasonable adjustments for employees with disabilities. These are alterations to the workplace, or the way a disabled person does their job, to allow them to work.
The adjustments you can make will depend on the size and finances of your organisation. So it may be that you can’t accommodate all the adjustments your employee needs. However, with an open and collaborative approach, you’ll be able to decide together what adjustments you can realistically and fairly make.
We have more information on reasonable adjustments, including examples. You can also find out more on the Acas website.
The Equality and Human Rights Commission has more information about your duties as an employer under the law and about protecting your staff from disability-based discrimination.
This means your employee would return to work on a part-time basis and gradually build up their hours.
It may help to change working times, such as a later start to avoid commuting in the rush hour. It may take time to return to the number of hours they were working before, or they may not be able to return to their original hours, so be as flexible as you can.
Many people find a phased return helps them readjust to working again.
It could also have benefits for you, as it makes the return more likely to be a success. It also gives you the chance to see what’s working and assess any changes that may be needed.
This is a UK government scheme that provides practical advice and support for disabled people and their employers. It’s designed to help people find or stay in work. It offers an initial workplace assessment, where an adviser can look at the workplace and tasks your employee needs to do. They will then make recommendations for additional support that could help.
This could be a grant for adapted equipment, a coach to work one-to-one on things like building memory strategies, or a support worker to assist with basic manual tasks. The scheme can also help with transport to work. Find out how to get help and information from Access to Work.
I found Access to Work support to be very good. They help get me to the office every day, which has really helped to alleviate the stress of getting on transport.
Kevin, stroke survivor
What might an employee be coping with?
How well someone recovers from a stroke depends on many factors, including how quickly their stroke was treated and the support and therapy they received afterwards. People can make excellent recoveries and even if they’re left with problems, these can continue to improve over time. With the right help and adjustments in place, they can continue to make a valuable contribution to your workplace.
Although your employee may look physically fine, they could still be coping with other difficulties like vision problems, fatigue or emotional changes. Very often, people aren’t aware of these effects until they are back at work. We have a list of some of the different effects of stroke an employee might be coping with as they return to work. Below is also information on how you can help.
It’s important to remember everyone’s experience of stroke is different. So, the best way to understand how your employee has been affected is to ask them. Some stroke survivors struggle to talk about their difficulties or may not wish to, so you’ll need to be as supportive and patient as you can. Ask questions and encourage your employee to do the same.
How you can help as an employer:
Fatigue
Fatigue is a less visible effect of stroke, but it can be a major barrier for people returning to work. They may need support to manage their energy levels and ensure they can do their job as well as possible. Here are a couple of tips:
- Regular breaks may help your employee to manage their tiredness. A later start time may also be helpful.
- If possible, offer a room or private space where they can take a break.
Communication problems
- If your employee is having difficulty speaking, you need to give them time. Try not to interrupt. With enough time, they’ll be able to answer for themselves.
- Remember your employee’s intelligence has not been affected, just their ability to use and understand language.
Cognitive problems
- Written instructions or a reference guide could be useful for someone who has short-term memory problems. Instructions for using the phone or the photocopier, for example, could be helpful, so your employee doesn’t feel they have to keep asking the same question.
- Keep verbal or written instructions clear and concise and try not to overload them with too much information at once.
- Reducing distractions and allowing for regular breaks can often help to improve concentration.
I still struggle with word recall when tired and cannot ‘multi-task’ in the way I could before. At work, I record all my meetings so I can listen back to them afterwards and I have to be careful not to ‘overdo’ things.
Jo, stroke survivor
Emotional changes
- Frequent reviews will help both you and your employee. This will allow you to catch issues early on and implement any changes needed.
- Check if your organisation can offer any counselling or emotional support.
- Encourage your employee to talk to their GP about emotional support and counselling, or find out about services they can refer themselves to. Our Stroke Support Helpline can tell them more.
- If possible, offer a room or private space where the person can rest if they feel overwhelmed.
Physical effects
- You may need to make some adaptations to your employee’s workspace – they may need a more supportive chair, for example.
- Make sure things they need are within easy reach, floors are clear of trip hazards and there’s plenty of room to move around, to minimise the risk of falling.
Vision problems
Almost two-thirds of people have vision problems after a stroke. These can be mild or more severe. They may affect the ability to drive or operate machinery. Here is what you can do:
• If someone finds it hard to read, discuss their preferred format, such as large print. Technology can offer alternatives such as speech-to-text apps or screen readers.
• A clear, uncluttered workspace and good lighting can help them make the most of their vision. Consult Access to Work about support available.
Always get individual advice
These pages contain general information about stroke. But if you have a problem, you should get individual advice from a professional such as a GP or pharmacist. Our Stroke Support Helpline can also help you find support. We work very hard to give you the latest facts, but some things change. We don’t control the information provided by other organisations or websites.
Where to get help and information
Stroke Support Helpline
Our Stroke Support Helpline is for anyone affected by a stroke, including family, friends and employers. The Stroke Support Helpline can give you information and support on any aspect of stroke.
Call us on 0303 3033 100, from a textphone 18001 0303 3033 100 or email helpline@stroke.org.uk
- The Equality and Human Rights Commission has information for employers about your duties under the law and making reasonable adjustments. The Scotland section of the site gives information about the additional considerations public sector employers in Scotland need to consider. Advice line: 0808 800 0082
- Acas has information and advice for employers and staff on all aspects of workplace relations and employment law. Helpline: 0300 123 1100 Text Relay service: 18001 0300 123 1100
- Access to Work (England, Scotland, Wales) provides advice and support for both you and your employee. Your employee can apply either online or over the phone. Email: atwosu.london@dwp.gsi.gov.uk Telephone: 0800 121 7479 Textphone: 0800 121 7579
- Access to Work (NI). The Access to Work scheme for Northern Ireland. To apply, your employee should speak to a work coach at their local Jobs and Benefits Office.
- Disability Rights UK has helplines for different topics including students and discrimination, and disability confidence training for employers. Telephone: 0330 995 0400 Email: enquiries@disabilityrightsuk.org
- Headway is a charity for people who have had a brain injury. They have information about returning to work for employees and employers. Helpline: 0808 800 2244 Email: helpline@headway.org.uk
- Scope is a charity which offers employers a programme of support to improve disability inclusion in the workplace, including with recruitment. Telephone: 0207 619 7390
Accessible resources:
Access this section's content in various offline formats:
- Download our PDF or large print Word document.
- Order a printed copy from our shop.
- Request a braille copy by emailing feedback@stroke.org.uk.