In this article by IP Ability committee member Laura Jennings (D Young & Co), she considers the two-way relationship between chronic illness and work, and the value of proactively supporting those affected.
Laura writes:
Chronic conditions can arise at any stage of a career, and can significantly affect how people experience working in IP. They are also very common. According to the Health Survey for England 2024, 46% of adults have at least one longstanding illness or condition. In our profession, which often requires attention to detail, deep focus and long hours, these conditions can present particular challenges.  While such demands can be stimulating and rewarding, they may be difficult to sustain for those living with chronic conditions.
Acute conditions are sudden-onset health issues that last a short time, like the flu. If you have an acute condition like flu, symptoms are often most severe to begin with, and then ease over time. In contrast, chronic conditions are of longer duration, and are often characterised by unpredictable “symptom flares” of unknown duration. Such flares can cause pain, discomfort and anxiety, disrupt sleep, and require time off for hospital visits and recovery. These effects (along with the side effects of medication) can impact our ability to concentrate – and concentration is key in our profession. Chronic conditions can therefore affect a person’s productivity and capacity, regardless of their commitment and capability.
However, it is not a one-way relationship. As a patent attorney with type 1 diabetes, I have found my work affects my diabetes far more than my diabetes affects my work. Blood sugars are influenced by at least 40 different factors beyond insulin dose and timing – including what I eat and when, how much sleep and exercise I get, and how stressed I am (presenting in oral proceedings and meetings can make my blood sugars skyrocket).
Having spoken to various members of the IP Ability committee about their own experiences, I know I am not alone. Epilepsy, arthritis, fibromyalgia, chronic nerve pain, endometriosis, interstitial cystitis, and connective tissue disorders are just some of the conditions represented. Although differing in their symptoms, these conditions share common features – they are often invisible, fluctuating, unpredictable and persistent.
Managing such a condition can feel like a full-time job in itself, requiring constant effort, decision-making, and learning through trial and error (even if some of us make it look easy). Alongside medication and therapy, committee members highlighted the importance of diet, movement, adequate rest, ergonomic support, and reducing stress. Being organised, pacing ourselves, and making reasonable adjustments can therefore make a significant difference.
However, it is not always easy to prioritise our health in this way. Work demands can be high, and traditional expectations around presenteeism and time-based targets can make it difficult. This is particularly true in stressful situations such as oral proceedings, client meetings, deadlines, and professional exams. Even everyday activities such as commuting and business development require energy, which is often more limited for those with chronic conditions (c.f. Christine Miserandino’s Spoon Theory). While pushing through symptoms may be manageable in the short-term, it can lead to cumulative deterioration and an increased risk of burnout. Therefore, the impact of work on those with a chronic condition should not be underestimated.
I asked the IP Ability committee members what advice they would give to others with chronic conditions. The key message was to prioritise your health, and avoid simply pushing through flares (admittedly much easier said than done). Many factors are outside our control, so it is important to be kind to yourself. Ultimately, we are more productive in the long run when we look after our health.
We also recommend asking for reasonable adjustments for work and exams; seeking practical advice from condition-specific support groups, and occupational health; building trust through open communication at work; and, if helpful, using tools such as a sunflower lanyard to signal an invisible disability.
Encouragingly, most firms were reported to be supportive – for example, offering flexible and remote working, accommodating medical appointments, providing ergonomic equipment, and making wellness spaces available. These adjustments can significantly reduce flare-ups, and improve overall productivity.
However, there is still room for improvement. Examples shared included reluctance to offer flexibility to trainees, delays in implementing adjustments, and unhelpful responses such as suggesting quick fixes rather than meaningful support. These experiences highlight that unnecessary barriers still exist. Inclusivity can be improved through flexible working structures, other tailored adjustments, and firm-wide training on invisible disabilities. It is also important to offer flexibility to those caring for people with chronic conditions.
Long-term ill health is rising among the working-age population, with conditions limiting the ability to work increasing from 16.4% to 18.1% between 2019 and 2022 (Office for National Statistics). If IP firms fail to accommodate chronic conditions, they risk losing valuable members of staff.
People managing chronic conditions often develop strong empathy, resilience, organisation, motivation and commitment, and bring diverse perspectives. As highlighted by Celebrating Diversity, employing disabled people is associated with improved quality of work, attendance and motivation, as well as better morale and staff retention. Therefore, supporting individuals with chronic conditions is not only the right thing to do, but also beneficial for firms.
Overall, it is important for IP firms to recognise the two-way relationship between chronic illness and work, and the value of proactively supporting those affected – as well as those who care for them. While meaningful progress has been made, there is still work to do to ensure the profession is truly inclusive.Â
Page published on 28th April 2026
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