Glaucoma is one of the leading causes of sight loss in the UK, yet many people living with the condition continue to work successfully across all sectors. With the proper understanding and reasonable adjustments, employees with glaucoma can remain confident, productive and independent at work. This article explains what glaucoma is, how it may affect someone in the workplace, and what practical, low-cost and no-cost adjustments employers can make to create an inclusive environment.
About Glaucoma
Glaucoma is an eye condition that damages the optic nerve, typically caused by a buildup of pressure within the eye. It often causes a gradual loss of peripheral (side) vision, making it harder to see objects or people out of the corner of the eye. Some people experience difficulties with glare, contrast sensitivity or moving between light and dark environments. Because glaucoma usually progresses slowly, many people may not realise how much vision has been lost until the later stages.
The effects of glaucoma vary from individual to individual. Some may have patchy vision or blind spots, while others experience blurred or tunnel vision. Understanding these variations helps employers appreciate that no two employees with glaucoma will have the exact needs or experience the condition in the same way.
How Glaucoma Can Affect Work
Depending on the type and severity of glaucoma, employees may find specific workplace tasks more challenging. Common difficulties include reading small text, navigating busy offices, coping with bright lighting, or noticing obstacles from the side. People may also need more time to adapt when moving between bright and dimly lit areas or feel fatigued from increased visual effort.
These challenges can make activities such as computer work, written communication, and navigating the workplace safely more demanding, but with a few simple adjustments, most barriers can be overcome effectively.
No-Cost and Low-Cost Workplace Adjustments
Many adjustments for people with glaucoma are inexpensive, simple, and beneficial for all staff. Below are examples grouped by everyday workplace needs.
Area | No-Cost Adjustments | Low-Cost Adjustments |
Lighting | Position desks away from glare, keep blinds partly closed, and maintain consistent lighting. | Provide task lighting with adjustable brightness or anti-glare filters for monitors. |
Screen Use | Increase font size, enable high-contrast or dark mode settings, and adjust screen positioning to improve readability. | Provide a larger monitor or use screen magnification software, such as ZoomText. |
Workspace Layout & Safety | Keep walkways clear and furniture in consistent positions. | Use high-contrast edging tape or tactile markings to highlight steps or doorways. |
Information Access | Use a font size of at least 14pt, clear sans-serif fonts, and avoid justified text. | Provide large-print labels, or enable text-to-speech or magnification tools. |
Flexibility | Allow short breaks to rest eyes, and permit flexibility for medical appointments. | Offer work-from-home options or equipment such as adjustable lighting or ergonomic seating. |
Hints and Tips for Everyday Working
– Encourage consistent, even lighting throughout the workspace to avoid glare and shadows.
– Label shared equipment and storage areas in large, clear print.
– Save desktop shortcuts to reduce eye strain and unnecessary searching.
– Use plain backgrounds for presentations and avoid busy or patterned designs.
– Encourage colleagues to announce themselves when entering a room.
– Keep digital and paper files well-organised to minimise visual fatigue.
Building Awareness and Communication
Open, respectful conversations are vital. Vision can fluctuate depending on lighting, medication, or fatigue, so ongoing communication helps ensure adjustments stay effective. Line managers should check in regularly to review any changes in vision or work tasks and adapt support as needed.
Providing disability awareness or sensory training can help colleagues better understand sight loss and build confidence when offering assistance. Many employers opt to conduct a professional workplace assessment to determine the most effective solutions for each individual.
Legal Rights and Support
Under the Equality Act 2010, glaucoma is recognised as a disability when it has a substantial and long-term impact on daily activities. Employers have a legal duty to make reasonable adjustments to remove or reduce workplace barriers that may hinder employees’ ability to perform their duties.
Summary
With the proper awareness and adjustments, glaucoma does not have to be a barrier to successful employment. Small, low-cost changes can make a big difference to comfort, safety, and productivity. Employers who take proactive steps to support staff with sight loss not only meet their legal duties but also foster a more inclusive, loyal and motivated workforce.
If you or someone in your team has a sight-loss condition and would like expert, tailored support to stay productive and safe at work, visit https://visualisetrainingandconsultancy.com/workplace-assessments/visual-impairment-workplace-assessments to arrange a workplace assessment.