People with CF are increasingly in full-time and part-time employment in Ireland.

However, for many PWCF they will only ever have a partial capacity to work, even at times of relative good health, due to a combination of poor health and to the daily time required to manage CF which is approximately 2-3 hours per day.

Some PWCF may be concerned that if they take up employment they will jeopardise their health, as they may not have the available time to properly manage their CF. additional stress in the workplace may also be a deterrent to seeking employment to those who feel their health status is not adequate to sustain employment.

More people with CF would also likely be in employment if employers were more flexible in terms of working hours; leave related to health and annual leave and adequate time to attend
regular hospital appointments. Some employers are better than others in providing this flexibility.

Employers tend to be much more empathetic towards PWCF than in the past. This welcome development is likely one of the outcomes of the introduction of Employment Equality legislation 1998-2015 which specifically outlaws discrimination, including for those living with a long-term disease such as CF.

The international literature points to the advantages of disclosure of CF with an empathetic employer.

While most employers are empathetic towards PWCF, there are instances of callousness shown towards PWCF in lower paid employment. ‘Personal health status’ and ‘Fear of loss or reduced State Supports’ remain the biggest barriers to employment.

When or whether a PWCF should or is required to inform an employer is a vexed question for many PWCF seeking employment. In the 1998 report most respondents (56%) did not or would not let a prospective employer know about their CF.  PWCF continue to be wary of potential discrimination and are torn between wanting to be fully frank on their health status with a prospective employer, but on the other hand they are wary of the bitter sting of discrimination and/or ignorance from an employer that would prevent the possibility of employment, despite being the best qualified candidate.

It is important to note that employees with a chronic illness in Ireland (including CF) are protected from discrimination on the grounds of their disability through the Employment Equality legislation 1998-2015, which does not require a person to disclose that they have a disability. Further, employers are obliged to provide ‘reasonable accommodation’ to ensure that people with disabilities have access to and can participate or advance in employment. This can involve adapting equipment or premises, giving time off to attend medical appointments, or substituting an employee’s duties

The poverty trap created by the negative interaction between social protection and employment, allied with a fear of having less time to focus on managing CF, which requires 2-3 hours a day, is a major deterrent for some PWCF seeking employment.

There are a number of schemes under the Department of Social Protection in place to improve the employability of people with disabilities that could be of more benefit to PWCF and which may be underutilised. These include;
• The Employability Service
• The Wage Subsidy Scheme
• The Reasonable accommodation Fund for the Employment of people with disabilities
• The Disability awareness Training Support Scheme.