FND Return to Work Example: A Phased Plan

Returning to work after time away with FND can bring relief, pressure and worry all at once. This FND return to work example is not a test of whether you are “better enough”. It is a way to describe what helps you work safely and sustainably when symptoms can change from one day to the next.

You are not making this up, and you do not have to prove your diagnosis by pushing through until you crash. A good return plan makes room for ability, uncertainty and recovery. It gives you and your employer something practical to review, rather than leaving you to manage everything alone.

An FND return to work example

Sam works in an office-based customer service role. Before taking sick leave, functional seizures, fatigue, dizziness and brain fog had made full days increasingly difficult. Sam’s symptoms are variable: some mornings are manageable, while on other days getting dressed, travelling or processing information takes far more energy.

After discussing a possible return with their GP and employer, Sam suggests a four-week phased plan. The aim is not to return to full capacity by a fixed date. It is to find out what is workable without causing a significant flare-up.

For weeks one and two, Sam works three mornings a week, from 10am until 1pm. Starting later reduces the pressure of the morning routine and rush-hour travel. Sam works from home for two of those shifts and attends the office once a week, with a quiet space available if symptoms build.

Sam’s initial tasks are limited to lower-pressure work: responding to straightforward emails, updating records and completing training in short blocks. They are not expected to handle an escalated complaint queue, attend back-to-back meetings or make up missed work. A colleague is named as the person Sam can contact if they need to stop work suddenly or leave a meeting.

In weeks three and four, the plan is reviewed. If the first stage has been manageable, Sam may add one extra hour to two shifts or take on a small number of calls. If symptoms have worsened, the hours stay the same or are reduced. That is not failure. It is useful information about what the role currently demands and which adjustments are needed.

The agreed plan is written down, including the review date, contact person and what will happen if Sam has a functional seizure or needs to go home. Both Sam and their manager have a copy.

What makes this example realistic

A phased return is most useful when it is specific enough to protect you, but flexible enough to reflect FND. “Come back when you feel ready” can sound kind, yet it gives neither you nor your employer a plan. Equally, a rigid timetable that ignores symptoms can quickly become unmanageable.

Think about the parts of work that use the most energy, not only the number of hours you are there. For one person, the hardest part may be travelling. For another, it may be noise, fluorescent lighting, standing, fast decisions, screens, pain, memory difficulties or the effort of appearing well while symptoms are invisible.

It can help to describe the impact in everyday terms. For example: “I can concentrate best in the morning, but I need short screen breaks to manage dizziness,” or “I may need a quiet place to recover after an episode before deciding whether I can continue.” You do not have to share every detail of your health to explain what support you need.

Preparing for the conversation with your employer

Ask for a meeting before your proposed return date, ideally with your manager and HR if that feels appropriate. You can take a trusted person, union representative or occupational health advice into account. Write down what you want to cover beforehand, especially if brain fog or anxiety makes meetings harder.

Start with what you can do, then explain the conditions that make it possible. You might say: “I want to return and contribute, but I need to build this gradually. My symptoms fluctuate, so a phased return with regular reviews would give us the best chance of making it sustainable.”

Bring a short list of suggestions rather than assuming your employer will know what FND involves. Reasonable adjustments will depend on your job and workplace, but may include altered hours, home or hybrid working, extra breaks, a quieter workstation, reduced travel, adapted equipment, written instructions, task prioritisation or time off for treatment and appointments.

In the UK, an employer has a duty to consider reasonable adjustments where someone meets the definition of disability under the Equality Act 2010. Whether a particular adjustment is reasonable depends on the role, the workplace and the resources available. You do not need to become an employment-law expert before asking for help, but it is sensible to keep clear written notes of what has been discussed and agreed.

Make the plan safe, not just productive

Functional seizures and episodes can be frightening for colleagues who have not seen them before. A simple, consent-led response plan can reduce panic and protect your dignity. Decide what information you are comfortable sharing, who needs to know it, and what you would like them to do.

For example, you may want colleagues to keep you safe from injury, give you space, speak calmly and avoid crowding around you. You may need a nominated person to contact someone you trust if an episode lasts longer than usual or if you do not recover as expected. Your plan should reflect advice already given by your healthcare team and your own known pattern.

Do not assume every new symptom is FND. Seek urgent medical help for symptoms that are new, severe, different from your usual presentation, or feel like an emergency. Returning to work should never mean ignoring a genuine change in your health.

Track patterns without blaming yourself

A return plan works better when it is reviewed using real information, not just the question, “Did you manage?” Managing might have meant getting through a shift and then being unable to do anything for three days.

Keep a brief record of hours worked, tasks, travel, breaks, symptoms during and after work, and how long recovery took. This can reveal patterns, such as a particular meeting time causing overload or an extra day between shifts making a major difference. It also gives you something concrete to take to a review meeting or clinical appointment.

If functional seizures or episodes are part of your FND, SeizeControl can help you privately track episodes, symptom patterns and medication context, then create an appointment-ready summary. The purpose is understanding and communication, not judging yourself for having symptoms.

When the first plan does not work

Sometimes a phased return shows that the original role, hours or journey are not currently sustainable. That can be deeply disappointing, particularly if work is tied to your identity, income or connection with others. But a plan that needs changing has still done something valuable: it has shown what needs to be different.

You could ask to pause progression, reduce days, change duties temporarily, explore another work pattern or request further occupational health input. In some situations, more time away from work may be needed. In others, a gradual return is possible only with adjustments that were not obvious at first.

Try not to measure progress against the life you had before FND or against someone else’s recovery. A sustainable two-hour shift may be a more meaningful step than a full day that leaves you severely unwell afterwards.

A final note for your return

Work can offer routine, purpose and financial security, but your health is not the price of belonging there. Take the plan one review at a time. You deserve an approach that recognises both what you bring to work and the practical reality of living with fluctuating FND symptoms.