“It’s just a bit of ringing in the ears.”
This is one of the most common misconceptions about tinnitus, a condition that affects millions of people worldwide and tens of thousands of employees across the UK. In reality, tinnitus is not simply an occasional nuisance. It can be debilitating, exhausting, and life-changing, particularly in a busy workplace environment. For employers and HR professionals, recognising this reality is essential if they are to meet their legal and moral obligations to staff.
In this article, I want to take you beyond the ringing to explore why tinnitus is such a significant workplace issue, what the law requires, and how a workplace assessment can identify the proper reasonable adjustments for people with tinnitus. By doing so, employers can not only protect themselves legally but also create healthier, more productive working environments.
What tinnitus really feels like
For those who have never experienced tinnitus, it can be hard to imagine what constant noise in your ears feels like. It is often described as a ringing, buzzing, hissing, or roaring sound that is heard when no external sound is present. Unlike temporary ringing after a loud concert, tinnitus is a persistent condition that can last a lifetime. The intensity can fluctuate, sometimes barely noticeable, other times overwhelming.
The impact is not limited to hearing. Tinnitus can interfere with concentration, disrupt sleep, and significantly increase stress and anxiety. Many people with severe tinnitus report feelings of isolation, depression, and mental fatigue. Trying to work effectively while battling constant internal noise is like trying to focus on a task while someone has left a television blaring at full volume in the background. Over time, this can lead to reduced productivity, increased absence rates, and lower overall well-being.
Why workplaces make it worse
Modern workplaces are rarely designed with tinnitus in mind. Open-plan offices, constant phone calls, background chatter, printers, alarms, and air conditioning systems all contribute to high levels of background noise. For someone with tinnitus, this environment is overwhelming. The noise doesn’t mask the tinnitus – it competes with it, making the ringing or buzzing more prominent and exhausting.
Lighting can also be a factor. Bright or flickering fluorescent lights, screen glare, and sensory overload often exacerbate the stress levels that fuel tinnitus symptoms. Busy office layouts, long commutes, and inflexible schedules add another layer of difficulty. What may feel like a minor inconvenience for one employee can be a significant barrier for someone living with tinnitus.
The Equality Act 2010 and employer responsibilities
The Equality Act 2010 places a clear duty on employers to make reasonable adjustments where a disabled employee would otherwise be placed at a substantial disadvantage compared to non-disabled colleagues. Tinnitus can amount to a disability under the Act when its impact is long-term and significantly affects day-to-day activities.
Employers who dismiss tinnitus as trivial, or who refuse to make adjustments on the grounds of “fairness” to other employees, risk breaching this legal duty. It is important to remember that fairness does not mean treating everyone the same. True fairness means equity – providing each person with the necessary adjustments to thrive.
Case law is increasingly highlighting the importance of remote and flexible working as a reasonable adjustment. In several tribunal rulings, employers who refused to allow home working for disabled employees were found to have failed in their duty to make reasonable adjustments. This reinforces the fact that adjustments must be considered on a case-by-case basis, taking into account the individual’s needs and the barriers they face.
The role of workplace assessments
A workplace assessment is a practical way for employers to understand how tinnitus affects an employee’s ability to work and identify the most effective adjustments. Conducted by specialists, these assessments explore the individual’s role, the work environment, and the specific barriers created by tinnitus. The assessor then provides a tailored report with recommendations that are both practical and legally compliant.
Workplace assessments also give employers confidence. Instead of guessing at what might help, managers receive expert guidance that takes into account the employee’s needs, the organisation’s capacity, and the requirements of the Equality Act. This reduces the risk of disputes and ensures adjustments are proportionate and effective.
Reasonable adjustments for people with tinnitus
There is no one-size-fits-all solution, but there are many reasonable adjustments that can transform the working lives of employees with tinnitus. Examples include:
- Home or hybrid working: Working from home reduces exposure to noisy environments and allows the employee to manage their surroundings better.
- Quiet workspaces: Providing access to quieter areas of the office, or noise-controlled rooms, can make a significant difference.
- Sound masking: White noise machines or sound apps can help reduce the prominence of tinnitus by providing consistent background noise.
- Flexible scheduling: Allowing flexible hours or additional breaks can help employees manage fatigue and stress associated with tinnitus.
- Assistive technology: Specialist headsets, captioning tools, or amplified phones can support communication for those with both tinnitus and hearing loss.
- Workstation adjustments: Adjusting lighting, screen filters, and seating positions to reduce strain and stress triggers.
The business case for supporting employees with tinnitus
Investing in workplace assessments and reasonable adjustments for people with tinnitus is not just about legal compliance. It is also about fostering a positive and inclusive workplace culture. Employees who feel understood and supported are more likely to remain loyal, engaged, and productive. Conversely, those who feel ignored or dismissed are more likely to disengage, take long-term sick leave, or pursue legal action.
By taking tinnitus seriously, employers also send a powerful message about their values. They demonstrate that they care about hidden disabilities and invisible conditions, not just those that are readily apparent. This enhances the organisation’s reputation as an inclusive employer, making it easier to attract and retain talent.
Conclusion: beyond the ringing
Tinnitus is far more than a minor distraction. For many employees, it is a daily battle that affects their concentration, well-being, and ability to work effectively. Employers cannot afford to ignore this reality. Through workplace assessments and tailored reasonable adjustments, it is possible to remove barriers, comply with the law, and create workplaces where employees with tinnitus can thrive.
When we look beyond the ringing, we see the person – their skills, potential, and contributions. By listening, adapting, and supporting, employers can ensure that tinnitus does not hinder their workforce.
To find out more about supporting colleagues with tinnitus, visit https://visualisetrainingandconsultancy.com/workplace-assessments/hearing-loss-workplace-assessment
