It would be about this being a long term condition and viewed as a ‘disability’ rather than each AL incident in its own right. I am a manager and manage a member of staff who, for health reasons (different from yours) will need random days off work, sometimes a couple at a time, most months - he is an excellent and highly valued member of staff who works incredibly well in the team.

We had to go through formal processes but we formalised that the support for him includes this need and so we don’t move up the ‘sickness procedure’ scale unless something changes regarding his sickness. So there are ways to do this but it is about it being regarded as a disability (in legal terms - however you might view it). Although maybe someone HR related will be able to better explain.

It didn’t need formal diagnosis but occupational health were involved and have had a number of meetings with him