OCD Awareness Week takes place from 11–17 October 2026. It is an opportunity for employers to improve understanding, challenge unhelpful stereotypes and make sure their workplace is supportive of people living with obsessive-compulsive disorder.

For small-business owners, this does not mean becoming a mental-health expert. It means creating a workplace where people can speak about health concerns without fear of judgement, and where practical support can be discussed respectfully.

What is OCD?

Obsessive-compulsive disorder, or OCD, is a recognised mental-health condition involving obsessions, compulsions, or both.

An obsession is an unwanted and intrusive thought, image or urge that causes distress or unease. A compulsion is a repetitive behaviour or mental act someone feels driven to carry out in an attempt to relieve those feelings.

OCD can affect anyone. It can also vary considerably from person to person and may become more or less difficult to manage at different times.

It is important to understand what OCD is not. OCD is not simply:

• Being tidy or organised
• Liking things done in a particular way
• Being fussy about details
• Having high standards
• Being a perfectionist
• Enjoying a clean or well-ordered workspace

Using phrases such as “I’m so OCD” to describe neatness or a preference for order can minimise the experiences of people with the condition. The NHS overview of OCD provides a clear explanation of the condition and how to seek help.

Why should employers understand OCD?

OCD can affect concentration, time management, decision-making, confidence and the ability to move between tasks. Someone may appear highly capable and composed while privately experiencing significant distress.

The impact will not always be obvious to colleagues or managers. An employee may also choose not to disclose OCD because they are concerned about stigma, career progression or being treated differently.

A supportive employer should avoid making assumptions based on appearance or behaviour. For example, taking extra time over a task does not automatically mean someone is careless, inefficient or unsuitable for their role. Equally, a person who keeps their symptoms private should not be pressured to explain themselves.

A better approach is to focus on the practical question:

Is there anything making it harder for this person to do their job, and what support might help?

Responding respectfully if an employee discloses OCD

If an employee tells you they have OCD, your response can make a real difference. You do not need to have the perfect words or know all the answers.

A useful response might include:

1. Thank them for telling you.
   Disclosure can feel difficult, particularly where someone has previously experienced misunderstanding or judgement.

2. Listen without asking for unnecessary personal details.
   You need to understand the impact on work and what support may be helpful. You do not need to ask someone to describe intrusive thoughts or explain private aspects of their condition.

3. Ask open, practical questions.
   For example:

   • “What parts of work are most difficult at the moment?”
   • “Is there anything we could change to make your workday more manageable?”
   • “Would you prefer to discuss this with HR or occupational health as well?”

4. Avoid making promises you cannot keep.
   Explain who may need to know about any adjustments, such as a relevant manager or HR adviser, and keep information confidential wherever possible.

5. Agree the next step.
   This could be a follow-up meeting, an occupational health referral or a written reasonable-adjustments plan.

Do not attempt to diagnose an employee, question whether their OCD is “serious enough” or compare their experience with somebody else’s.

Privacy matters

Mental-health information is personal and should be handled carefully. Managers should only share information with people who genuinely need it to provide support or implement agreed adjustments.

It is good practice to:

• Ask the employee what they are comfortable sharing
• Record only relevant information
• Store information securely
• Explain who will have access to it
• Avoid discussing the employee’s condition casually with colleagues
• Check before referring to OCD in meetings, emails or team discussions

An employee may be happy for their line manager to know but not want the wider team informed. Respecting that boundary helps build trust.

Reasonable adjustments for OCD at work

Under the Equality Act 2010, a mental-health condition may be considered a disability if it has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. Where the legal definition is met, employers must consider reasonable adjustments to reduce disadvantage at work.

The right adjustment will depend on the individual, their role and the size and resources of the organisation. There is no single checklist that works for everyone.

Possible adjustments may include:

Flexible working arrangements

Where practical, consider:

• Flexible start and finish times
• Time away from work for medical or therapy appointments
• Occasional home working
• A phased return after sickness absence
• Adjusted working patterns during a particularly difficult period

For some employees, flexibility can reduce pressure and make it easier to attend professional support.

Clearer structure and priorities

OCD can sometimes make uncertainty, changing priorities or repeated checking particularly difficult. Managers may be able to help by:

• Providing written instructions for important tasks
• Agreeing clear deadlines and priorities
• Identifying which tasks require detailed checking and which only need a proportionate review
• Breaking larger tasks into manageable stages
• Giving reasonable notice of significant changes where possible
• Scheduling regular, supportive check-ins

The aim is not to remove all responsibility or create unrealistic standards. It is to reduce avoidable uncertainty and make expectations clear.

A suitable working environment

Depending on the role, adjustments might include:

• Access to a quieter workspace
• Fewer unnecessary interruptions
• A predictable desk or workstation
• Planned short breaks
• Use of headphones where appropriate
• A private space for wellbeing conversations

These changes may also benefit other employees who need to concentrate, manage stress or work flexibly.

Avoid reinforcing compulsions

Support should be compassionate, but employers and colleagues should take care not to become part of a cycle of repeated reassurance or checking.

For example, it may not be helpful for a manager to repeatedly confirm that a task is safe, correct or complete whenever an employee feels uncertain. Nor should colleagues be expected to participate in rituals or provide constant reassurance.

This is not about withholding kindness. It is about avoiding responses that may unintentionally increase dependence or distress. If you are unsure how to respond, encourage the employee to seek guidance from an appropriate professional, such as occupational health, their GP or a qualified mental-health practitioner.

At work, managers should focus on clear expectations, agreed processes and practical adjustments rather than trying to manage symptoms themselves.

How to include OCD Awareness Week in your business

You do not need a large campaign to mark OCD Awareness Week. A small organisation could take a few straightforward steps:

• Share a short, accurate explanation of OCD with staff
• Remove phrases such as “I’m so OCD” from informal workplace language
• Remind managers how to handle health disclosures
• Review your reasonable-adjustments process
• Add NHS and OCD-UK information to your staff wellbeing resources
• Check that your absence and performance procedures allow adjustments where appropriate
• Offer a private route for employees to request support

Avoid asking employees to disclose whether they have OCD or inviting people to share personal experiences publicly. Awareness should never become pressure to reveal private health information.

Signposting employees to professional support

Employers are not expected to provide clinical treatment. Your role is to listen, respond appropriately and signpost employees to trusted support.

Useful resources include:

• NHS information about OCD
• Find NHS Talking Therapies in England
• OCD-UK information and support
• Mind: information on OCD
• GOV.UK guidance on reasonable adjustments
• An employee’s GP, occupational health provider or employee assistance programme

If someone is in immediate danger or needs urgent medical help, call 999 or go to A&E. For emotional support, Samaritans can be contacted free, day or night, on 116 123. Visit the Samaritans contact page for further information.

A supportive workplace starts with listening

OCD Awareness Week is a useful reminder that mental health should be treated as part of ordinary workplace wellbeing, not as an uncomfortable subject to avoid.

For employers, the most valuable steps are often simple: use respectful language, protect privacy, ask what support would help, consider reasonable adjustments and avoid making assumptions.

A workplace does not need to be perfect to be supportive. It needs to be willing to listen and respond fairly.

At SBS Essex, we understand that running a small business involves much more than keeping the numbers in order. If you would like to discuss practical bookkeeping, payroll, CIS or virtual assistant support, Claire offers a free one-hour discovery consultation to explore what your business needs.

This article is for general information and is not a substitute for medical, legal or HR advice. Employers should seek professional advice about individual circumstances and their obligations.