If you’ve been diagnosed with OCD or are an employer with neurodivergent staff, you may be wondering: ‘Is OCD a disability?’ In this post, we’ll provide the answer to that question along with lots of useful information regarding OCD support.
OCD stands for Obsessive Compulsive Disorder. The mental health condition, which is thought to affect 1–4% of the population, tends to be characterised by two key features:
Obsessions: A preoccupation with distressing or anxiety-inducing thoughts that often get in the way of daily life.
Compulsions: The need to relieve intrusive thoughts with compulsive acts like checking, counting, or ordering.
Many people with OCD may notice that their symptoms get worse during periods of stress and become less difficult to manage when they feel calmer. It’s also widely accepted that, like many other neurodivergent conditions, OCD sits on a spectrum; therefore, symptoms can be more or less severe depending on the individual.
For some, managing daily life with OCD can be incredibly tough. Without the right treatment or support, symptoms can quickly take over, making it incredibly hard for a person to ignore their obsessions and compulsions in everyday scenarios. Someone with OCD might experience any of the following:
Did you know? There’s a common misconception that all individuals with OCD are obsessed with order/cleanliness. While obsessions around contamination and symmetry do affect some people with OCD, that’s just one way of experiencing the condition – there are many others. It’s vital for employers and educators to recognise this and understand that each person is different.
Yes, it can be. In the UK, the Equality Act 2010 defines a disability as a physical or mental impairment that has a ‘substantial and long-term’ negative effect on a person’s ability to carry out normal day-to-day activities. OCD can meet this definition if symptoms significantly impact someone’s routine, relationships, or ability to work or study over time.
Not sure what counts? Here’s a quick example:
Let’s say an employee at a company experiences persistent intrusive thoughts about harm and safety, leading to compulsive checking behaviours, such as repeatedly locking doors, turning off appliances, or rereading emails to avoid mistakes. These rituals consume several hours a day and cause significant anxiety for the employee.
Over time, the compulsions begin to interfere with daily functioning: the employee struggles to leave the house on time, avoids social situations, and finds it difficult to concentrate. The symptoms have lasted more than a year and show no signs of improvement without treatment.
Under the Equality Act 2010, this person’s OCD qualifies as a disability because:
They would be entitled to reasonable adjustments in work, education, or public services.
Although having a disability under the Equality Act ensures someone is legally protected from discrimination and entitled to reasonable adjustments, a formal diagnosis isn’t always required for these protections to apply. Here’s what some typical adjustments might look like:
More time for tasks or projects: OCD can make some individuals more prone to checking or similar behaviours that can be triggered by intrusive thoughts. Allowing extra time helps to account for those difficulties, making it fairer for students or staff.
Quiet spaces to work: If a staff member or student is struggling with their OCD, they may crave privacy and time to decompress away from other staff. Having designated private working areas means they can deal with difficulties discreetly without feeling embarrassed or as though they need to leave the building or hide somewhere unsuitable, like a toilet cubicle or corridor.
Someone to talk to: All neurodivergent employees/students should feel as though they are safe to discuss their needs and difficulties with a trusted member of staff. Having a ‘go to’ person to talk to who understands their condition and how it affects them can massively reduce anxiety and make them feel less alone.
Flexible hours or locations: There are lots of ways in which flexible working arrangements can benefit people with OCD. Shorter or reconfigured days can give staff and students with OCD time to attend therapy sessions, complete CBT, and de-stress by making time for hobbies. Allowing individuals to work from home is also a way to respect their privacy and provide comfort if they’re having a difficult day.
It’s not completely clear what causes OCD, but experts believe it probably stems from a combination of environmental, behavioural, biological, and genetic factors. Some research also suggests that differences in brain structure and function, particularly in areas linked to decision-making and anxiety, may play a role.
Yes. Although OCD tends to begin in adolescence, many people can and do get diagnosed with OCD later on in life. OCD has been linked to stress and trauma, so if a person experiences a particularly stressful event, this could then become a trigger for OCD in adulthood.
Yes, OCD is medically recognised in the UK. It’s classified as a mental health condition and treated within the NHS.
In the UK, you can get a formal OCD diagnosis by starting with your GP, who can refer you to a mental health specialist, such as a clinical psychologist or psychiatrist. Once referred, you’ll undergo a series of assessments to explore symptoms. If it’s found that you do have OCD, it will be the psychologist or psychiatrist who diagnoses you.
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