The Hidden Disability Lanyard Scheme
A voluntary initiative using a distinctive green lanyard to signal that the wearer may have a non-visible disability, no disclosure required. This page provides a general explanation and does not reproduce official scheme wording.
The Hidden Disability Lanyard Scheme
The Hidden Disability Lanyard Scheme is a voluntary initiative that uses a distinctive green lanyard as a discreet signal that the wearer may have a non-visible disability and could benefit from a little extra support, patience, or understanding.
The scheme was created to help people with hidden disabilities navigate environments where their needs may not be immediately obvious, airports, shopping centres, and increasingly, NHS workplaces. It does not require the wearer to disclose their specific condition. Simply wearing the lanyard signals that they may need a bit more time, a different approach, or some additional support.
What the green lanyard means
A voluntary, widely-recognised signal, no disclosure required
The green lanyard with its small distinctive pattern is recognised in many NHS settings, airports, supermarkets, and public spaces across the UK. When you see someone wearing one, it signals: this person may have a non-visible disability. Please offer support if they need it, and be patient if they need extra time.
For healthcare workers, wearing the lanyard is entirely optional and is not a substitute for a formal reasonable adjustments process. However, it can be a useful way to signal to colleagues , especially in new rotations or on unfamiliar wards, that you may need a little extra consideration, without having to explain your condition every time.
Lanyards can be obtained free of charge through many NHS trusts and GP practices, or directly from the scheme's website.
Official scheme information ↗Wearing a lanyard is not disclosure
Wearing the hidden disability lanyard does not legally constitute disclosure of a specific health condition to your employer. It signals that you may need support, it does not specify what kind, or why. If you're uncertain about what counts as disclosure in your specific employment context, speak to the BMA or review our disclosure guidance.