The Office of National Statistics has estimated that around 1.8 million people in the UK are experiencing symptoms of long-Covid, based on a COVID-19 infection survey completed by self-reported symptoms.

Long-Covid describes the condition where COVID-19 symptoms have continued for over 4 weeks. The statistics reflect that, of those who have self-reported their symptoms, 44% have been affected for at least a year, and 13% have been affected for at least two years. It appears to be most prevalent amongst females aged 35-49, particularly those living in more deprived areas and those working in health and social care and education.

The EHRC (Equality and Human Rights Commission) stated that without case law or scientific consensus, it would not recommend that Long-COVID should be automatically treated as a disability. However, whilst it may not currently be considered a condition which automatically constitutes a disability under the Equality Act 2010, if a person experiences symptoms which are substantial and have a long-term affect on their ability to carry out normal day-to-day activities then it may be considered to amount to a disability.

Employers are therefore encouraged to follow the existing guidance as to reasonable adjustments and flexible working arrangements for those experiencing such symptoms as their condition may be considered a disability for the purposes of the Equality Act 2010.

https://www.ons.gov.uk/peoplepopulationandcommunity/healthandsocialcare/conditionsanddiseases/bulletins/prevalenceofongoingsymptomsfollowingcoronaviruscovid19infectionintheuk/7april2022

https://www.equalityhumanrights.com/en/our-work/news/ehrc-statement-%E2%80%98long-covid%E2%80%99-disability-and-equality-act

Nickie Aiken, MP for Cities of London and Westminster, has called for improved workplace protection for women undergoing IVF. According to the latest figures from Human Fertilisation and Embryology Authority, around 53,000 people underwent IVF in 2019.

Under current UK law, pregnancy rights for employees undergoing IVF begin at the last stage of the IVF process, when the fertilised egg is transferred to the woman’s uterus. However, the process begins several steps before that, including hormone treatment, blood tests and scans, which may also cause the woman receiving treatment to suffer side effects.

A woman is not entitled to time off for antenatal appointments for this, as she is not pregnant, nor is there any legal requirement to treat IVF appointments as medical appointment or sickness. Many workplaces therefore do not offer any time off, leading employees to use holiday entitlement. ACAS states that most employers should treat IVF appointments as any other medical appointment or sickness, but as there is no legal requirement to do so, many workplaces don’t.

Ms Aiken will ask the government to introduce a legal right to time off for medical appointments in the early stages of IVF, through a Private Member’s Bill due to be tabled in the new parliamentary session.

https://www.hfea.gov.uk/about-us/publications/research-and-data/fertility-treatment-2019-trends-and-figures/

The Council of Ministers in Spain announced their intention to legislate on the option of paid leave for menstrual health, allowing those with a doctor’s note to take 3 days sick leave, up to a maximum of 5 days where the pain is particularly intense or incapacitating. However, the proposed legislation is not intended for use by those with “mild discomfort”.

The period of sickness absence would be paid for by the state, not the employer, to assist around a 1/3 of menstruating women who suffer with severe pain. The bill is yet to be approved by a vote in Parliament which is not expected for a few months. This change, if the law is passed, would be the first of its kind in Europe and may encourage other European countries to follow suit.

However, this move has divided the opinions of politicians due to concerns that it may in fact stigmatise women and prevent their opportunities in the workplace if this change results in employers favouring recruitment of male staff.

https://www.lamoncloa.gob.es/lang/en/gobierno/councilministers/Paginas/2022/20220517_council.aspx