By Daniel Morgan-Williams, Founding Director of Visualise Training and Consultancy
A guide for occupational health professionals to recognise and respond to non-obvious sight loss
Introduction
When most people think of visual impairment, they picture someone using a white cane or reading braille. But the reality is far broader — and often much more complex to spot.
Many employees live with sight loss that isn’t immediately visible. They may not identify as blind, may not use assistive devices, and may not even realise the full impact of their condition.
As an occupational health professional, recognising these ‘hidden’ impairments is crucial to ensuring timely support, appropriate referrals, and effective workplace adjustments.
What Is Hidden Visual Impairment?
Hidden visual impairment refers to any form of sight loss that isn’t outwardly visible and may not require a mobility aid. It can include:
– Central vision loss (e.g. macular degeneration)
– Peripheral vision loss (e.g. glaucoma, retinitis pigmentosa)
– Reduced contrast sensitivity
– Visual field defects
– Light sensitivity or photophobia
The person may appear to function well in some situations, but struggle significantly in others — particularly in poorly lit environments, when reading documents, or navigating unfamiliar spaces.
Why It’s Often Missed
– Employees may not disclose their condition due to stigma or fear of discrimination
– They may not have a formal diagnosis or attribute symptoms to stress or fatigue
– Managers may interpret struggles as performance issues
– Vision loss can fluctuate, making it difficult to explain or provide evidence
Without a clear understanding, employers may overlook or dismiss support needs entirely.
Workplace Red Flags to Watch For
As an OH professional, you may encounter:
– Frequent complaints of eye strain or headaches
– Reports of difficulty with screen work or printed materials
– Sensitivity to glare or lighting conditions
– Unexplained errors or reduced productivity in visually demanding tasks
– Avoidance of unfamiliar environments or travel for meetings
These can all be indicators of hidden visual impairment — and reasons to explore further with the employee.
The Emotional and Cognitive Toll
Living with sight loss without adequate support can lead to:
– Increased cognitive load (e.g. needing more time to read or check details)
– Anxiety or low confidence
– Withdrawal from meetings or social interaction
– Feelings of isolation or fear of ‘being found out’
The earlier these issues are addressed, the better the outcome — for both employee wellbeing and organisational performance.
What Occupational Health Can Do
– Ask open, non-judgmental questions about visual comfort and challenges
– Be aware of the wide range of conditions beyond ‘poor eyesight’
– Refer for a specialist workplace assessment — particularly if adaptations to lighting, technology, or environment are likely needed
– Recommend an eye health check if one hasn’t been done recently
– Educate managers about the diversity of visual impairment and the need for flexibility
The Value of a Sensory Workplace Assessment
A workplace assessment carried out by a specialist in visual impairment can:
– Identify unseen barriers to task performance and comfort
– Recommend assistive technology or changes to layout, lighting, and communication methods
– Empower the employee to request what they need without fear
– Provide a clear, evidence-based report to HR or management
This not only supports inclusion but also reduces the risk of presenteeism, absenteeism, and legal challenges.
Final Thoughts: Seeing the Unseen
Not all disabilities are visible. And not all visual impairment looks like blindness.
As an OH professional, your ability to recognise and respond to hidden sight loss can transform an employee’s working life — and ensure your organisation meets both its ethical and legal responsibilities.
Sometimes, support starts with simply asking: ‘Are you finding it difficult to see things clearly at work?’
Taking Action
If you suspect an employee may be struggling with undiagnosed or unsupported sight loss, refer for a professional workplace assessment.
Don’t wait for a diagnosis. Don’t wait for a crisis. Start seeing the unseen — and support your staff before they slip through the cracks.
To find out more and make a referral, visit https://visualisetrainingandconsultancy.com/workplace-assessments/visual-impairment-workplace-assessmentsÂ
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