Arthritis in the Workplace - Strategies for the Arthritic Employee: Illness is NOT a burden

Runtime - 34 mins.

Arthritis in the Workplace - Your no-BS survival guide as the employee living with arthritis.

For: Anyone with arthritis trying to keep their career alive.

If you're in pain at your desk but scared to say anything this is your weapon.

We cut through the fear: Disclosure risks (and why hiding still screws you harder), UK Equality Act and US ADA protections that actually work when you need to use them, the exact reasonable adjustments that move the needle, the cheap tools (ergonomic keyboards, sit-stand desks, voice-to-text) that keep your joints from self-destructing, pacing and advocacy strategies to stretch your working life by years, and the careers that won't destroy you versus the ones that will.

We don't do inspiration p0rn here at The Chronic Edge, just the facts, the data, and the pain to prove that illness is not a burden, ignorance is.

The fact is, working with un-managed pain is debilitating and career-ending for 39% of people.

But armed with legal info, the gear, and the right role, you stop surviving and start delivering value only someone who's already adapted to adversity can bring.

Companies win when they keep you - and you finally own your worth.

It's time to unleash the edge, in your career, your business, and your life!

LINKS

Equality Act 2010: Equality Act 2010

ADA: https://www.ada.gov/resources/

Access to work (UK) : Access to Work: get support if you have a disability or health condition: What Access to Work is - GOV.UK

JAN accommodations (USA) :  JAN - Job Accommodation Network

Arthritis UK: Arthritis UK | A future free from arthritis

EEOC: Home | U.S. Equal Employment Opportunity Commission

Accenture disability inclusion studies: Inclusion and Diversity in the Workplace | Accenture

#arthritis #workplacewellness #strategiesforarthritis #reasonableadjustments #thechronicedge #illnessisnotaburden  

Transcript

SPEAKER_00 0:05

Hello everybody and welcome to the Chronic Edge Unleashed, where we stop pretending that high performance careers cannot coexist with chronic illness or neurodivergence. And today we are back to illness is not a burden. So any of you that are uh obviously watching on YouTube uh will quite clearly see that I am wearing an Arsenal top, and today is my birthday. So I being being looking at the papers today and all the news and everything saying that Arsenal have won the league on my birthday is massive. And this isn't for this particular video, um, as you know, as part of my strategies for uh my conditions, is I tend to batch a lot of my videos together. Uh so I will be talking about something that I uh in behind the edge in the next one that I wasn't gonna be covering this week, um, because I didn't think we were winning the league this week. Um I was gonna do something else, but I thought, well, why not? I'm gonna be wearing this later on today anyway. Um, so why not uh do that particular video? But that's another video. Uh today we are back to illness is not a burden, and we're gonna be doing the arthritis in the workplace. So when we went back before, we ripped off the bandage of arthritis, the silent career killer. And today is your playbook as the employee. So don't, as you know, we don't sugarcoat these things and everything. I'll probably get banned for half the stuff I say on these things, and it is a case of you know, always, always, always, always speak to professionals in their uh speak to your medical team, um, wherever you are, and everything, always get that additional advice. That's why I always tend to drop links in relation to the financials and other professionals in their areas, because they're the people you should be talking to, because it is a it is your own journey, obviously. Uh, but these are just things and hints and tips and everything in the workplace that can work for various different people. Everybody's journey is different. Mine, it will be completely different to yours because of all of my past and all of my different conditions and how they combine to yours and everything. So it's important to trial, test, and everything, and look at what is works best for you, and then obviously look at the the data as well. So we're gonna go back to uh, as we said, we're gonna be doing the strategies. That's the word I was looking for. Sorry, I'm still a bit hyped from last night, but it's uh strategies uh for the uh for the employee, and as you know, I do tend to read off my notes and everything so I don't get brain fog, which is especially hype today. Um, although I might do the next episode without anything. We'll see. We'll see. We'll see how it goes. You know, we're we're learning, we're learning as we go along. And I hope you like the new changes um for some of the some of the videos. If you watch the video, if you watch on YouTube, uh the new videos with the covers and things like that and everything. If you do like that, let me know and everything. I'm trying trying different things. Uh obviously not in the studio yet, but we'll see how that all those things go over time. So as long as you arm yourself properly with the tools, strategies, and everything else, you're not just surviving, you can like thrive and be the most innovative, loyal, perfect asset in your team. Uh, there's been various teams I've worked in previously that if I hadn't mentioned that I had conditions and things like that, they would never have recognized it. And I've been able to bring everything that's in me outside of those conditions and everything. And that that's the main thing to do with all of these ones is to bring what's in here outside of the conditions, and the conditions are just the added thing. You are not your conditions, we've got to remember that. You know, you are your person, your condition is what you have, not who you are. Now, companies need to uh see the higher revenue, lower turnover, real competitive edge in you to re and you need to reclaim your worth. Uh, we're gonna cover disclosure, legal protections in the UK. I may even cover some of the US because I do tend to get some people across from the US as well, and the average rangeable adjustments that you should be looking at, actual tools that work, strategies to stretch your working life for years. Sorry about that, but you know, gets the money in, and the careers that won't destroy you. This is an inspirational stuff. Well, you won't use the four-letter word I put in there, but you know what I mean. Uh, let's get the stuff that you need. So, first off, let's have a look at disclosure and legal protections. First of all, um, elephant in the view, room in the meeting room, disclosure. It's a calculated risk sometimes. It can be. Some managers see arthritis and think unreliable or expensive. One in three people with long-term conditions never actually tell their boss out of fear. But not disclosing means you can't legally force adjustments, and flares hit harder because you're hiding than pain. So the UK law, the Equity Act, Equality Act, sorry, not the Equity Act, that's a different act. The Equality Act 2010 is your shield. Arthritis counts as a disability. Always check because some there's about a hundred of them, so you know, do check which ones is in there. If it is a physical impairment and substantial long-term negative effect on your normal day-to-day activities. Fluctuating conditions such as flares are covered, and employers must make reasonable adjustments. No pre-employment health questions are designed to screen you out, and you are protected from discrimination arising from your disability. If we were to use the US, uh Americans with a Disability Act, the ADA, if your employer has 15 plus employees, they must provide reasonable accommodations unless it causes undue hardship, which is incredibly rare and up for tweaks. Arthritis qualifies if it is substantially limits your major life activities, and get some documentation from your doctor to help, but the bar is lower post-2008. Amendments, remote work, modified schedules, and ergonomic setups are routinely upheld. So do check that out. Some of the negatives on that, as we said, you know, it's one in three don't talk. Some bosses will drag their feet and a reality they'll retaliate subtlety. Subtly. Fight it, tribunals, E O C claims exist for a reason. The positives are that once you're protected, you can force systematic change. And the data shows that employees who disclose and get support stay longer, perform better, and boost team empathy. Your condition isn't your weakness, it is proof you have already adapted to your adversity. Most people can't fathom. Companies win when they keep you. Now, a good way of looking at that is obviously I have osteoarthritis and I am still working, uh, and with all the other other conditions do apply. Uh, but um I have shown and proved that I have done work previously. So in any job that I've gone in, that when they go, Oh, well, you know, you've got this arthritis type thing, as you've said, how do you how do you cope? I will go, well, I've I've I've worked before and I've worked full-time with the conditions when it was worse, when I was uh struggling with some of the uh the maintenance, and over the years I've got used to the strategies and things that I put in place. So now I have a routine base in my in my brain and my body. I know if I deviate from it what it'll do to me, and because I know that information and because I can recognise when a flair is coming, I'm able to adapt my role accordingly, and they are aware of it too. I've also done uh what we call health passport in the UK, where you fill in all your details and say, look, you know, this is how I work best. You know, this is my autism occasionally makes me do this, uh, so this is what I need. So, like lights and things. I might not be in the office all the time because of the light. I have uh CKD, so chronic kidney disease, so I'm not particularly happy with sometimes when I walk in. You've got a load of tray of sweets and cakes and everything else, which I really want, and everybody else is entitled to uh and everything, but it does kind of put me off a bit of being in there like saying no and and feeling bad, and maybe not some of the interaction stuff. And if I'm flared up a bit and I haven't got any visits that I that I'm seeing people, I might want to stay at home and just do admin and things like that. So that that explains all of that, and I have some really good bosses that I've worked I've worked with in the past and currently work with as well that are totally okay with it. As long as my work is done, it doesn't matter. As we've said multiple times, I'd hire Count Dracula if his work is good enough, he just doesn't need to come to the Christmas party. As long as the work is done, I don't really care. Um, so you know it's those types of things to be looking at. Next up, what reasonable adjustments to make on average? Now, reasonable adjustments are not charity, they are legal and entitlement and smart business, average ones that actually move the needle to making you better. So you can be looking at flexible or part-time hours to dodge morning stiffness or flares, hybrid or remote working so you control your environment, as I've just said, phase returns after bad periods, modified duties, so relocating heavy lifting or repetitive tasks, more frequent breaks or quiet space for movement, and time off for appointments without it counting towards sick leave. Now that one's really interesting, that one, because I remember I was working uh with with a young lady and um she had multiple conditions as well, and she was off for a period of time uh with one of them. I'm not gonna go into it, but with one of them, and they kept saying it counted toward it was her sick leave, sick leave, sleep leave until she'd actually ran out of sick leave because she'd been off different days and things like that. And we had a conversation, and obviously I'd done some of this work previously, and it was nothing to do with this chronic edge work, it was to do with uh with um some other work that I do, and um we had a bit of a chat about it, and I was saying, Well, it's the same condition, so it'd be the the same thing. So we had a chat and it said, Look, it's the way it works is if you've got if you're off for the same condition. So, say for example you got a cold, you're off for a cold, that's you're off for the cold, and then you've got another cold later on. Well, it's a different cold, so therefore it's a different sequential sick day. However, when you have a long-term medical condition, that condition does not change. So if you were off, say for example, you were off with a flare for your arthritis flare-up, and then you had another arthritis flare-up, it's not a new condition, it's not a new cold, it's not a new illness, it's the same condition. So therefore, it would be this the same thing that you were off for. And some some b some places will argue the toss and say, Well, you know, it's still a different day, uh, and everything, but a good good bosses and a good percentage, or even councils, have have actually come back and and said, you know, yeah, that's legit, and everything have said, look, well, she was off with the same condition, they were aware of the same condition, and she's been off multiple times, and every single one of them is the same problem that she's had, so therefore it's the same condition, so it's only one day of sickness, or one period of sickness, so instead of so many stri uh so many strikes, and then you get written warnings and all that other stuff, you know, which is stupid for you know, get better. I can't, it's long term, I'm never gonna get better. Uh it's lifelong. Um, it looked at it as being one period of sickness for the one condition. If then, like, you know, I've got 13 conditions. So so say for example, I'm off with my CKD and then off with me arthritis and then off with I don't know, asthma or something like that. That's three periods because the three different conditions. But if I'm off with the arthritis flare and then I'm off with the arthritis flare and I'm off with the arthritis flare, well, it's still an arthritis flare, so it's just one period, and so it's really important to have those conversations as well to say, look, if I'm off with this, it's just this, uh, and everything. Now you can obviously some people might say, Well, you cheated it a little bit, but you don't. You you know people with long-term conditions don't need to cheat the system and say, look, I just don't feel very well because I've had a hangover, it's my arthritis. You know, we don't play those silly games. Uh, you know when we're off sick uh and everything because it takes so much to take us out. Um, because if we're back in work and everything, we're already pushing anyway, so it's gonna have to take something pretty heavy in a flare to take it out. So, you know, that that the silly games things thing. So always have a look at that as well, it's really important. So in the UK, uh the government uh and arthritis UK spell it out physical changes like ground floor desks, altered hours, relocating tasks, and in the US, it's the EEOC, which I will send put links in. Examples including economic uh sorry, ergonomic, ergonomic setups and schedule tweaks. The reality is, is not every employer is going to comply, as we said willingly, but you need to request it in writing, suggest some solutions and follow up. And but then if they do it right, productivity will jump between 15 and 25 percent and absenteeism drops. Now, anybody who are the employer that wants to look at that, look at my last video regarding the workshop, regarding absentism and presentism. You want people there who are ready at work and they do spike and things like that, so it is it's really important. Also, the fact that if you put in say, look, if I have my flair or whatever, uh, and I can't do this morning to do this meeting, but I can do it on Teams or Zoom or whatever you use and everything, you're still doing the meeting. I don't you don't always have to see the person in person. You can still be in the meeting if if we were back in the the illness, the um cold or whatever the uh flu period that we shall not name. If we were back then, they'd have no problem doing a Teams or a Zoom then. There was no issue then. So, you know, just remember those types of things as long as the work's done. Happy days. So let's have a look at some more information here. So, obviously, as well, is these adjustments don't just make you less than, they help you deliver at full capacity, and the company gets a proven problem solver who has mastered resilience, a trait that builds cultures and retains talent. See, once you have your strategies in place, you can then talk to other people. Now, they might not all have the same condition, but a lot of these solutions tend to work with multiple people and multiple conditions, and it means that the employer doesn't lose people, and they actually go, right, well, we've got a problem, this is how we can solve it. It's not gonna cost you 20 grand, or let's be honest, like a hundred grand to replace me. What you could do is this, this, and this. I'll get do about 15-25% more productivity for you, and it'll also put things in place for anybody else who gets sick later on, and there you're already bulletproofed there, and it helps the company move more flowly, and it less money goes out and everything, and through productivity you can make more money as well. So it's really good. So, next up tools and equipment that actually support you. Gear up, literally, get your you know Batman utility belt on and everything. I always call it a toolkit getting your tools in there to get ready. These could be cheap and effective tools that protect your joints without screaming, disabled. Remember, you are not your label. So ergonomic split or vertical keyboard and mouse. The wrists say neutral, and as we know, bending down like that, RSA, causes lots of issues. I've just done the bend of the uh of the arm, as you know. If you put your hand over the mouse and you're keyboarding, it can actually cause problems with your wrists in there. Uh so no more claw hand typing, wrist rests, can't say that really quickly. Wrist wet rests or braces for support during keyboard marathons. So if you're a coder or work in IT and everything, you're gonna be on the keyboard quite a lot. Admin and everything, getting those sorts of rests in there and everything can be very, very helpful. But also remember to take breaks as well. Adjustable sit-stand desks or foot rests, alternative positions and fight stiffness. They're the ones that you know tend to raise up with you and everything, and you know, they look really cool. I know a lot of people that have them, they're they're they're very cool. Voice-to-text software, so like dragon or something that's built in uh that'll save your hands. That's uh so that's uh talking into the computer and letting it it write it for you and things like that, and then you can just alter it just to uh to make it make more sense, let's be honest, or you know, copilot things like those and everything. You've got monitor raises or document holders, so you're not cranking your neck. I'm working off an iPad, so that's why my head turns and things like that, but working off those types of things and everything is good as well. Headset instead of cradling your phone, so the one with the mic across the mouth there and everything there, very good. I use that with one of my jobs and everything when I'm doing online meetings and everything, brilliant. And sometimes I do them on other calls. I have my mic because I I I prefer this this sort of setup with the mic in the hand. I like to because I talk with my hands. So anybody who's watching on YouTube, my other hand's like all over the place, it's doing spells and things like that. But I actually use the other hand for my mic, so it keeps that it keeps my hand doing something. Uh also part of that, having to move things and um part of the neurodivergence of not being able to sit still. So, what else we got? We got um grip pens. Grip pens can be really good as well, and adaptive tools for any writing. Uh, they're the types of things you want to be looking at. You've got the access to work on in the UK, which offers funds uh for free uh and everything to assist you in the US. Many cost under about $300, and nothing via policy traces trade um changes, unfortunately. Some of the negatives now without them, repetitive strain accelerates, damage to you burn out faster. The positives are that you stay sharp, focused, and you're in the game. Employers who invest massively report uh sorry, who invest report massive returns on investment with lower claims, higher output, and you will bring creativity born from necessity. The same adaptations that help you thrive and make processes better for everyone, as I said previously. Really good, really good stuff. Please, if you do have anything extra, do do pop them in the in the in the chat or on on on our social media and things like that and say these things help as well, because we just want to help more people uh get the information that they need to help them get better and uh better in work, not better in these long-term conditions that you never lifelong conditions, but you know, better, better work, better strategies, better more money, more money in your pocket and things like that. Really, really important. Next up, strategies to improve and prolong your working life. Now, these are long game tactics, so arthritis doesn't force an early exit. You've got to pace ruthlessly. Short movement breaks every 30 to 45 minutes, stretch, walk, shake it out. There are days I think I've talked about, I did a um I just recently done a podcast with uh the Connectiverse on their Connectives perspectives. I've my links in the socials for it, and they we talked about this and everything. There are some days where I struggle to put my socks on because I'm just in so much pain and my hands crawl up and I can't really do anything uh too much, but then I just listen to things instead or I use verbal. Uh some days I'm non-verbal, you know, and then I'll use other things. Uh, but there are days where I can go out and do I can go out for walks and and and walk 10-20 miles, you know, and they're just different days and different things, so I work out how I'm feeling to be able to work out different things and planning really, really helps. Tracking flares and communicating patterns early, data beats drama. Once you get used to how you flare up and what triggers it, you're able to then start putting things in place. You can write them down at first, so then you can translate that better. But after a while, after so many years, they they start going into your head and you start working it out for yourself, going right. Well, if I do this, this usually happens. Uh, so maybe I'll go and see these people together uh in the same amount of days, and things like that. If you're seeing people in a different town, for example, and you see and you but you're gonna see this another person in the same town another week later, maybe seeing both. See one in the morning, one in the afternoon, then you're just spending one day there, and then you've got the other day to go and see other people for different things who are maybe closer. I do that if I have multiple people in. In um, so I live in Fleetwood. If I have multiple people that I'm seeing in sent hands, I'll see everybody in sent hands on that day, and therefore I don't need to worry about it uh throughout the week or try and do that and things, you know, try and match them in. Building in self-advocacy muscles, knowing your rights, preparing requests and solutions. Make sure you, as I said at the very beginning, make sure you have your writing, your data, always check your information to what you're eligible for and how that can help you. Prioritizing sleep, anti-inflammatory habits, and desk-friendly physio. So uh that doesn't always mean medication uh and things like that, but different things that can help reduce your inflammatory, as we always talk about on here with your muffin Mondays. Maybe not have a muffin in the morning because you know how you're gonna feel in the afternoon on a Monday and everything, and then you're you've you're snooking for like you know, Tuesday or things like that and everything. Maybe it'll save them and things like this evening. I don't know if I've got a cake or anything, but you know, if I get a cake for my birthday, I'm not at work tomorrow. Happy days if I because I've swapped my weeks around. If I was at work tomorrow, I might have struggled to have cake tonight because I know what it does to me sometimes, but you know, these are the things you learn over a period of time. Uh setting boundaries on overtime and commutes, as we've just said there, you know, and cultivating a support network, a mentor, HR ally, or peer group. A lot of companies will have that, and if not, maybe set one up. Maybe set one up. You don't know who else actually might benefit uh from the support there and everything. Ignoring this, and you're looking at a 39% of people with arthritis quitting or being pushed out, presenteism showing up at 40% capacity, tanks your reputation. If you're if if people don't know you you've got like arthritis or other conditions, you can be looked at as well that person's lazy, they're never in, they turn up late, uh, they're they're always complaining that thing they they never look they always look a bit disheveled and things, and you get that sort of reputation. Whereas the opposite way around of you know you that oh that they've got arthritis, but they're still showing up. They're still showing up. Well, I don't feel 100% this morning, but Frank is is in and he and he and he's he's he struggled to get out of bed this morning, but he's still in, and he's still killing it, and he's doing ace. Well, maybe I can get in too. Maybe I need to know some of his skill set. What what can he do to help me? You know, diff things like that, you know, it really, really helps. But if you master like I say, if you master that, you're gonna prolong your career for years, you can model real leadership and deliver loyalty. Most healthy employees can't match. Studies show that disabled hires have higher retention, better safety records, and drive innovation through lived experience problem solving. You are not a cost, you are the employee who turns empathy into better products, teams, and profits. And I'll give you an example. I might mention this before. I was remembering I worked uh with uh lived experience panel, and they were talking about a product. I was at an event and they were talking about a product, and it was this, and it's arthritis, so it worked out quite well. And they were talking about this American company that had created this cream for arthritis that was brilliant, absolutely brilliant. And they hadn't talked to anybody with arthritis about it, and they might have spoken a bit about the cream, and they um wanted to present this cream in the in the UK and say, Hey, this is our cream, what do you think? And they took it to this uh this lived experience group that's in around Manchester area, and um they they gave them the jar and said, Hey guy, here's the jar. Tell us what you think of the cream, and there was there was one or two of them in there that have arthritis but have you know really bad with the hands, uh type one of the other types of arthritis. I can't remember which one it is now, but it was a really bad type of arthritis, a bit like rheumusweed, but they couldn't actually you know grip really well. Well, they couldn't open the jar, uh so they couldn't even get in the cream, so they're when they were saying, you know, what did you think of the cream? It's well I couldn't get in the job, I couldn't turn it. And my hands, the way the jar was, it was dead stiff, it was like one of them that you have to bang on the side and you know, and then they open and to pop and things or tap them. But it it it wasn't like that, it just could not open it, they couldn't twist it open, so they couldn't even get in it. So they so then they thought, well, what is the point in having a brilliant jar of cream for arthritis pain if nobody can get in it? Absolute waste of time. Cost them about 20, 30 grand. They had to go back and redesign the whole bloody jar. And what what they missed there is if they'd come to them beforehand and said, guys, you know, we're thinking of doing we've done this cream, the cream's great. Here's the cream. We're now looking at putting the jar, putting it in a jar. Can you help us design it so people can get in it? They'd have saved 20, 20,000, 30,000 pounds. This was ready to go on the shelves. If these guys came back and said the cream's great, it was going on the shelf. They had to pull back manufacturing, pull back, I think it was more than 20 grand, it was 20 grand just to redesign, you know, all of these tens of thousands of pounds because they hadn't thought about talking to somebody with the actual condition of getting into the jar, massive oversight. But if you were working in that company and they knew that you are the arthritis and they were designing something for not it doesn't have to be somebody with that condition, but just in anything along those lines, that your condition would contribute to assisting them build better. Save save tens of thousands of pounds, just make it make sense. So let's next. Next, next up careers best suited for job seekers with arthritis. Job hunting smart targeting roles that play to your strengths, not against your body. So looking at best fits Remote Hybrid, desk or flexible, virtual admin assistance, customer service with Gird Ergonomics, software development, IT, writing, editing, freelance consulting, training or management roles, graphic design or data analysis. Why? Because control over schedule, minimum or minimal physical demands, ability to stand, sit, move as needed, and tech companies especially lead on disability inclusion. Definitely something to look at. Now, the ones to avoid, obviously, some of these are going to be absolutely obvious, is heavy manual labour, constant standing, high repetition assembly, or rigid, rigid nine to five. Having to travel um for two hours to get to somewhere, and then you're going to be standing and moving around and moving stuff around and doing all that, and then you've got to do two hours back and everything five days a week. You've got no chance. You got no chance, you've got to burn out really, really quickly, and everything. So maybe look more at things that are going to be right for you. Now, some industries still suck at accessibility, but your arthritis does give you we don't like superpowers, but it does give you a deep empathy of users, customers, creative workarounds, unbreakable work ethic. Now, companies hire people with disabilities see a 1.6% times revenue, two times economic profit, 25% higher productivity, and massively low turnover. If you're loyal, high output talent that improves their bottom line and their culture. So own your self-worth. Remember what you can bring is more than your condition. So let's go to the end. Now, arthritis does not kill your career. Bad workplaces and silence do. Arm yourself with the law, the tools, the strategies, and the right role. Demand what you're owed and deliver what you can. Now, employees, document, request, advocate. You're worth it. You really, you really are worth it. I wouldn't be just saying it just for the JL of it. I'm one of you. Companies listening, support this and watch retention, innovation, and profits climb. Ignoring it and just gonna bleed talent. Now, if this episode has lit a flare, share it, review it, grab some some of the links in there and everything. I'll be putting more information in there. You want to be looking at uh thriving with arthritis and everything. So the next episode in this particular series of illnesses not a burden. We're gonna be looking at the inclusive workplace. So this is for the employers to look at what the positives are and what strategies you can do to assist employees with arthritis and everything to get those better returns in there. Uh, next up for uh everybody else is going to be the um Behind the Edge. And I think it's the one that I've just said, though, the reason I'm wearing the shirt. Well, it's not the reason I'm wearing the shirt, I'm wearing it anyway. But uh, we're gonna talk a little bit more about that, and uh then we're gonna go back to the audit and then we're gonna pick a new condition. I am hoping, as I've said multiple times, to have the community space open by mid-June, and I should have the newsletter and some other little and some other bits and pieces that you can um you know print off, like some templates and things like that, available hopefully by the end of May. Uh it just it depends on my bandwidth with with things, you know. I obviously it's just me, so I'm I'm trying to get a lot of this stuff done. If you do get an opportunity, uh nip on my socials, uh the Chronic Edge, and have a look at some of the uh the the interview I did with Connectivus, uh, which tells you more about me as a well-being strategist and my thoughts on that. And then um obviously check out the book if you haven't already. You know, um if you haven't already checked out the book, if it's somewhere here. Ah, there it is. There it is. On Amazon, but also on Waterstones, quite recently. There we got it. Burning Profits, 10 Myths, Destroying Your Workforce. And this is for real strategies and retention for return on investment. So just to give you a little bit of the read on it there, it is looks at 10 misconceptions, impact in employees that can destroy a thriving workforce, and how debunking myth and making a few alterations, those same employees could help increase the organization's productivity and ultimately their profitability. And this book discusses the impact of long-term and short-term illness, dissatisfaction in the workplace, stigma, workplace culture, and much, much more. So I if you could get onto Amazon, I'll look that up, or go on to Waterstones Online and everything and get that. I'd really appreciate that and everything that will help me do more of these types of things. And I really appreciate it uh that you've been on today. I will pop links in there. Uh, we'll have notes in there, like such as um we'll put the Equality Act in there with the ADA resources, we'll put arthritis UK uh rights in there, we'll put the access to uh work if you haven't already got it. I'll put that in two. Uh I'll pop in some other data sources from Arthritis UK, etc., and we'll see what we can get in there for you as well. Now remember, as we said, you know, illness is not a burden, it's data. You need to use it and help you unleash your edge. I'm Billy Elliott Evans, and I'll see you on the other side. Thank you, and goodbye.