The recent investigation published by “Emarat Al-Youm,” titled “Multiple Sclerosis Threatens Employment and Marriage Opportunities for Those Affected,” has sparked significant reactions among individuals living with the disease and their caregivers. Many expressed their struggles with the low societal awareness surrounding the illness, which is often perceived as a professional stigma. They are advocating for inclusive work environments, flexibility that considers their health conditions, and opportunities to continue their professional journeys.
Five Key Challenges in the Workplace
The Multiple Sclerosis National Association has identified five major challenges faced by individuals living with the disease in the job market: lack of awareness, fairness in hiring practices, limitations in office spaces, work flexibility and accessibility, and inadequate support systems. The association emphasized that those living with multiple sclerosis are classified as people of determination. They have the right to apply for a dedicated ID card that grants access to necessary support services. Experts point out that a diagnosis alone should not determine someone’s capability. Providing appropriate accommodations may be less costly than losing valuable employees and their expertise.
The Fear of Disclosure
Many individuals living with multiple sclerosis have called upon employers to create environments that meet their health needs, advocating for the implementation of emergency leave policies that offer up to seven days per year for chronic illness patients. They highlighted their hesitance to disclose their condition to employers due to fears of insufficient support, salary reductions, or even termination. The pressure to maintain high performance, avoid questions about their productivity, and the anxiety of discussing their challenges further exacerbates their stress and could worsen their symptoms. They find that having more workplace flexibility allows them to balance treatment requirements with job commitments effectively, urging that evaluations be based on their actual capabilities rather than assumptions of incapacity based on their diagnosis, especially since symptoms can vary significantly from one individual to another.
Discrimination Leading to Job Loss
The association highlighted that among the five challenges, a notable issue is hiring discrimination. A 2024 study revealed that 26% of individuals living with multiple sclerosis experienced some form of workplace discrimination. Furthermore, 36% of those unemployed cited a lack of employer support as the primary reason for leaving their jobs, and 56% indicated they needed a space to rest while working to manage fatigue. Many individuals exit their jobs within five years of their diagnosis, with discrimination manifested in various forms including a lack of empathy due to poor understanding, refusal to implement necessary adjustments, withholding promotions, unjustified performance downgrades, and failure to provide adequate space or flexible working hours.
Legal Rights and Workplace Inclusivity
The Multiple Sclerosis National Association asserts that multiple sclerosis is classified under physical disabilities, entitling individuals to apply for a people of determination card and access services that aid in daily living tasks. They called on employers to encourage employees to obtain this card and eliminate physical barriers to ensure ease of movement, provide resting spaces, and institute flexible hours that accommodate treatment and rehabilitation, ultimately alleviating stress. Hybrid or remote work options may also relieve commuting burdens. The association encourages individuals to contact the support line “800677” for information on programs that could assist with medication coverage and financial relief.
Diagnosis Does Not Define Capability
Dr. Jamal Al-Saidi, an investment and entrepreneurship consultant and economic expert, stressed that dismissing an employee solely based on a diagnosis without evaluating their actual capabilities can be both economically costly and administratively unsound, given the varying impacts of the disease. He underscored the importance of considering competency, productivity, and job requirements as key hiring criteria. Welcoming individuals with multiple sclerosis into workplaces is an investment in human capital; a few modifications in work hours or tasks may prove less expensive than hiring and training replacements while losing existing knowledge and experience.
Legal Framework and Employer Obligations
Dr. Ahmed Al-Maamari, a lawyer, pointed out that failing to provide an inclusive environment, which includes adjusting workspaces and equipment along with flexible hours, may violate legal regulations. He emphasized the need for reasonable accommodation arrangements that do not impose undue burdens. The support for people of determination applies to federal and local government entities as well as the private sector, ensuring non-discrimination, equal pay, and safe working conditions. He explained that UAE Federal Law No. 33 of 2021 prohibits discrimination based on disability, ensuring equal opportunity in the workplace.
Complaints and Penalties for Discrimination
Dr. Al-Maamari indicated that Dubai’s legislation on the rights of persons with determination has penalties that could reach AED 10,000 for certain discriminatory practices and AED 5,000 for failing to provide reasonable accommodations or unjustly denying employment based on disability without valid justification. Notably, fines for severe infractions may escalate to AED 50,000 and double upon recurrence, potentially leading to operational suspensions or license revocations. Individuals may file complaints with the Ministry of Human Resources and Emiratisation or relevant authorities depending on their employment relationship, with proceedings involving correction of violations and compensation claims as necessary.
Ensuring Fair Evaluations
Lawyer Nadia Khaled noted that protecting rights extends beyond offering employment; it includes ensuring genuine equality in rights. Decisions made solely based on disability or that undermine equal opportunities without legitimate justification may constitute prohibited discrimination if the elements of violation are present. Discrimination may manifest in unfair evaluations, exclusion from promotions and training opportunities, or refusal to accommodate necessary adjustments. Fair assessments cannot merely rely on uniform criteria; they must consider individual circumstances and the impacts of a disability.
Insurance Coverage for Chronic Illnesses
Dr. Jihad Vitroni, CEO of “UES,” explained that many basic insurance packages cover chronic conditions, with additional diseases covered for an extra fee based on agreed benefits. He noted that multiple sclerosis might be listed as an exclusion in some insurance documents due to the high cost of treatment, necessitating a comprehensive review of each policy’s terms to ensure coverage and the possibility of adding the disease. Insurance policies are tailored to client needs and preferences, beginning with legally established basic limits and extending to any desired additional benefits.
A Success Story of Resilience
Dr. Ahmed Shatila, a neurologist and multiple sclerosis consultant who was diagnosed during his first year in medical school nearly 20 years ago, exemplifies the potential of individuals living with the disease to thrive and turn challenges into sources of inspiration. His personal journey led him to neurobiology, specializing in multiple sclerosis. He acknowledged that his experience has allowed him to understand his patients’ needs better, providing both medical and psychological support to ease their journey. He stressed the significance of encouraging those living with multiple sclerosis to remain active in their work and pursue healthy lifestyles to improve their quality of life.
Fostering Understanding Over Stigma
Yasmine Metwally, director of research and awareness at the Multiple Sclerosis National Association, stated that the association supports individuals living with the disease, their families, and caregivers through programmes and groups that allow for the exchange of experiences and expert guidance. She emphasized the importance of replacing stigma with understanding, noting that inclusive workplaces contribute significantly to the professional continuity of those affected. By fostering an environment of empathy and understanding, the challenges faced by those living with multiple sclerosis can be addressed more effectively, creating pathways to inclusive employment.