Workplaces should accommodate people suffering from long term health conditions
Date published:
Freya Thompson, knowledge and research executive, North England Chamber of Commerce latest column for the Journal.
New analysis has revealed a massive increase in the number of people in the UK with long-term illnesses over the past two years, primarily due to Post-Covid conditions such as breathing difficulties, mental health problems, and long Covid.
My heart goes out to the 1.2 million people out there with a newfound chronic condition. This must be devastating.
The increase comes not just at the time of a cost-of-living crisis, in which disabled people are twice as likely to live in a cold house and three times as likely to not be able to afford food, but also when regional health inequalities are worsening.
Now that a third of working-age people suffer from a long-term health condition, it is clear we should be thinking about how we can make workplaces more accommodating.
Many of these conditions are invisible, so you don’t always know who in your organisation might benefit from adjustments.
I myself have suffered from chronic pain, fatigue, and dysautonomia since childhood as a result of Ehlers Danlos Syndrome and Postural Tachycardia Syndrome. The latter is also a common diagnosis for those suffering from long Covid, and before I started understanding my condition and adapting my lifestyle around it, it was possible for me to pass out in the street. I continue to struggle with standing, but you wouldn’t know if I didn’t tell you!
Full-time work was an intimidating prospect for me, and I felt locked out of many entry-level job opportunities. I am lucky here at the Chamber, however, where something that has really helped me is the ability to work from home. Being able to work without too much physical exertion most days means I have time to recover from the days I have to be out and about. For some, flexible hours will be useful, as symptoms and their severity can be unpredictable. Workplace culture also makes a massive impact, and it is helpful to promote a healthy work-life balance instead of overworking. These are considerations that I’m sure will benefit employees regardless of health status. I also encourage people to learn from their openly chronically ill colleagues so they can support them with their personal needs.
Even if there comes a day when this pandemic becomes a distant memory for most, it is likely it will deeply affect many people’s health for the rest of their lives. Being inclusive means you won’t miss out on talent, and will help employees to achieve their full potential.