British Snoring & Sleep Apnoea Association

Hi

My partner has mild to moderate sleep apnoea (14 per hour - not sure what the terminology is) and his work are concerned about him being on call with work (1 week in 3 - IT work, done at home). They are asking for access to his medical records. He is struggling to use the CPAP machine reguarly and we have a review with the Sleep speciialist in 2 weeks.

Any advice would be gratefully recieved!

If your partner already has a CPAP machine and is still showing 14 AHIs per hour, he MUST go back to the sleep clinic because that level of AHIs shows that he is not being effectively treated for his condition. The appropriate level is under 5 per hour, and I'm not surprised he's still feeling tired - and possibly not working as efficiently as he might with adequate deep sleep.

It's important that the pressure is correct for his requirements ... and that his mask fits comfortably. These can both be checked easily at a sleep centre.

However, it IS difficult to settle to the idea of using a CPAP machine, and this will take perseverence and lots of encouragement. We can help with the latter as can you!

Don't let his work get to his records before he sees his doc, and even afterwards if at all possible. Sleep apnoea is covered under the DDA, and so he should be protected if his employer has a gripe. I can't help a lot with this because I no longer live in the UK, but there are members here who have expertise in this area. I hope they'll get in touch soon.

If possible, push the doc to see him earlier if there's any possibility of a cancellation appointment.

Just to remind you - his medical records are CONFIDENTIAL and he and his doc should discuss exactly what disclosure should be made IF ANY.

I hope the situation improves soon for both him and you. Thank you for your courage in posting and please let us know how things go.

Hi,

The employer has no right to access medical records and nor should they be party to a lifetime's worth of someones medical problems. I would never give my employer that kind of access.

Do his employers have a valid reason to be concerned, or is it just some jumped up manager with a layman's understanding (mis-understanding) of the condition?

I think he needs to nip this in the bud. He needs to point out it is a disability and his employers have a duty of care. They cannot discriminate! Does he have to be on call? Can they adjust his hours? (they are bound by law to make reasonable adjustments to his role)

Is the company large? Does it have an occupational health department?
If so, I would suggest a Drs' letter to them stating the facts of your partners condition. This will cover him to some extent if there are any future problems.

Sorry to come across as a bit 'militant' but I've seen enough people bullied and forced out of jobs due to medical problems(and that's in the NHS).

I hope your partner's employer is understanding and helps to make life easier rather than the opposite!

I am a HR manager, feel free to contact me if you want some advice...