What legal frameworks are in place to protect individuals with severe allergies, including those to Blue Lyme Grass pollen, in the workplace?

In many countries, severe allergies - including those to Blue Lyme Grass pollen - are considered a disability under both national and international laws. This is because they can significantly hinder an individual's ability to perform normal day-to-day activities. In the United States, for example, the Americans with Disabilities Act (ADA) requires employers to make reasonable accommodations for employees with disabilities, which includes severe allergies. A reasonable accommodation might involve modifying work schedules or providing air purifiers for those with pollen allergies.

In the United Kingdom, similar protections exist under the Equality Act 2010. It is unlawful for employers to discriminate against individuals with severe allergies and they must also make reasonable adjustments to the workplace. Furthermore, in cases where allergies lead to other health conditions such as asthma, additional protections might apply.

Also, it's important to note that employers have a duty of care to provide a safe and healthy work environment under the Occupational Health and Safety Act. This includes controlling substances that can cause illness such as allergens. Employers should have a written policy outlining procedures for dealing with allergens, and should adequately inform and train employees about these procedures and possible allergen hazards in the workplace.

It's also crucial that those with severe allergies communicate with their employer regarding their condition, so appropriate measures can be put in place. However, remember that laws vary greatly by country, and specific circumstances can influence how they're applied. Consulting with a legal expert on disability law in your country is advisable for comprehensive guidance.