Managing Chronic Illness & Long-Term Sickness in the Workplace

Chronic illness and long-term sickness are realities for many employees. For those managing conditions like diabetes, arthritis, or cancer recovery, balancing work and health can be a daily struggle. For employers, creating a supportive environment for these workers is not just a legal obligation—it’s the right thing to do and can lead to a more engaged, productive team.

Whether you're an employee managing a chronic illness or an employer seeking to provide better support, this guide offers practical advice and insights.

What Is a Long-Term Health Condition?

A long-term health condition is any illness or health issue that lasts for a year or more and affects a person’s daily life. This can include conditions like:

• Arthritis
• Diabetes
• Heart disease
• Cancer recovery
• Fibromyalgia
• Mental health disorders such as depression or anxiety
• Chronic fatigue syndrome

While some conditions may fluctuate, others may remain stable but still require ongoing management. These conditions impact not only physical health but mental well-being, making it vital to have appropriate workplace support.

Why We Need to Support Employees with Long-Term Health Conditions

Supporting employees with long-term health conditions isn’t just a legal obligation—it’s the right thing to do. Creating an inclusive and understanding work environment helps individuals with chronic illness remain productive and engaged in their roles. There are several key reasons why support is crucial:

• Retention: Employees who feel supported are more likely to stay with an organisation, reducing turnover.
• Productivity: Proper support can prevent presenteeism, where employees work while unwell, which often leads to decreased performance and further health decline.
• Mental Health: Chronic illness can take a toll on mental well-being. Providing necessary accommodations can significantly reduce stress for affected employees.
• Legal Compliance: Employers must meet their legal obligations under the Equality Act 2010, which requires reasonable adjustments for employees with long-term conditions that qualify as disabilities.

According to the 2023 CIPD Health and Wellbeing at Work Survey, organisations that prioritised health and well-being reported higher engagement and better employee satisfaction, proving that support isn’t just beneficial for employees, but for the business too.

For Employees: Advocating for Your Needs

1. Open Conversations About Your Condition
   One of the most difficult parts of managing a chronic illness at work is deciding when and how to tell your employer. While there's no legal obligation to disclose a health condition unless it affects your ability to perform your role, being open can lead to helpful adjustments.
   Share your needs clearly and early on. You might need flexible hours for medical appointments or specific workplace adjustments, like ergonomic equipment. Employers are legally required to provide reasonable adjustments under the Equality Act 2010 to ensure you are not disadvantaged.
   
   
2. Understand Your Rights
   In the UK, chronic illnesses are often classified as disabilities under the Equality Act. This means you are entitled to reasonable adjustments to help you perform your job. Adjustments could include:
   • Flexible working hours.
   • Remote working options.
   • Changes to workload or role responsibilities.
     
     
3. Take Care of Your Mental Health
   Living with a chronic condition can be mentally and emotionally taxing. The stress of managing health alongside work can lead to burnout or exacerbate symptoms. Don't hesitate to ask for mental health support—whether through your workplace’s Employee Assistance Programme (EAP) or external resources, such as Mind or Samaritans.
   
   Stay connected to your manager or HR if your condition worsens or if you're struggling to balance your responsibilities. Open dialogue is key to ensuring you get the support you need.

For Employers: Creating a Supportive Environment

1. Flexible Working Arrangements
   Flexibility is often the key to success for employees managing chronic illness. The 2023 CIPD Health and Wellbeing at Work Survey found that 61% of organisations offer flexible working to accommodate long-term conditions, and it’s a strategy that significantly boosts employee well-being and retention.
   
   Consider offering:
   1. Flexitime or compressed workweeks.
   2. Remote or hybrid work options.
   3. Part-time schedules or reduced hours if full-time work is not feasible.
   
   The Flexible Working Bill that officially came into law in July 2023, empowers employees to seek greater flexibility in their working arrangements, find advice on how to navigate the bill here: www.morganhunt.com/news-and-views/navigating-the-flexible-working-bill-a-guide-for-employers
   
   
2. Reasonable Adjustments Tailored to Individual Needs
   The term "reasonable adjustments" is central to supporting employees with chronic illness. It’s not one-size-fits-all—adjustments need to be tailored to the individual. Work with the employee to understand their condition and determine what will help them work most comfortably and efficiently.
   
   Common adjustments might include:
   1. Ergonomic office equipment (e.g., chairs, keyboards).
   2. Time off for medical appointments without penalty.
   3. Changes in workload to accommodate fluctuating energy levels or symptoms.
   
   It’s important to revisit these adjustments periodically. As the employee’s condition evolves, their needs may change.
   
   
3. Fostering Open Communication
   Employees with chronic illnesses often fear judgement or discrimination, which can lead to stress and decreased productivity. Foster an environment where employees feel safe to discuss their health without fear of stigma.
   Regular check-ins are essential, but be mindful not to make the employee feel singled out. Keep the conversation focused on how you can support them, and listen actively to their concerns. This can make all the difference in creating an inclusive, positive work environment.
   
   
4. Mental Health Matters
   Living with a long-term illness often impacts mental well-being. Employees may experience anxiety, depression, or a sense of isolation, especially during flare-ups or extended periods of sickness. As an employer, consider offering access to counselling services or mental health days.
   In the Workplace Health Report 2022, it was found that 41% of employees with a chronic illness experienced stress related to their condition, making mental health support an important part of managing overall well-being.
   
   
5. Stay Connected During Long-Term Sick Leave
   It can be tricky to maintain contact with employees who are on long-term sick leave without overstepping boundaries. However, regular, supportive check-ins show that you care about their well-being and help the employee stay connected to their team.
   Consider offering options for phased returns to work. This can be a helpful way to ease back into the workplace gradually, with reduced hours or adjusted responsibilities until the employee is ready to return full-time.
   
   
6. Train Managers to Offer Compassionate Support
   Managers play a key role in ensuring employees with chronic illness feel supported. Offering training on how to manage employees with long-term health conditions can foster an environment of empathy and understanding. These programmes can help managers better understand when to offer adjustments, how to handle tough conversations, and when to reach out for additional resources.
   
   
7. Encourage a Culture of Inclusion
   Inclusion isn’t just about ticking boxes—it’s about creating a workplace where everyone feels respected and valued, regardless of their health status. Encouraging open conversations about chronic illness and showcasing your commitment to diversity and inclusion can help break down barriers. See Morgan Hunt’s work on Diversity and Inclusion here: www.morganhunt.com/diversity-and-inclusion.

Managing chronic illness and long-term sickness in the workplace requires empathy, understanding, and flexibility. For employees, it's about knowing your rights and being open about your needs. For employers, it's about creating an environment that’s flexible and accommodating, where people feel valued regardless of their health circumstances.

By working together, we can create workplaces that allow everyone to thrive, no matter what challenges they face.

Ready to Support Your Team or Need Guidance?

Whether you're navigating a chronic illness at work or looking for ways to better support your employees, creating a positive, inclusive environment is key. If you need advice on making reasonable adjustments or fostering a more supportive workplace, explore our Diversity and Inclusion Consultancy on our webpage here: www.morganhunt.com/diversity-and-inclusion-consultancy or get in touch with us at info@morganhunt.com. We can help you find the right solutions tailored to your needs and ensure your team can thrive.

Let’s work together to build workplaces where everyone can succeed.