As we get older, our likelihood of developing health conditions increases. Over 30% of working age adults (aged 16 to 64) have a limiting long-term illness, and this rises to almost 50% of older adults (those aged 65 years and over).
The combination of an ageing population (the proportion of older people increasing) and rising retirement ages means that the proportion of employees with health conditions and impairments is also increasing.
Good management and support of health conditions and impairments among employees is an essential aspect of an inclusive and productive work environment. Employers who proactively address these issues can enhance employee wellbeing, reduce absenteeism, and boost overall morale.
Health conditions and impairments encompass a broad range of physical and mental states that can significantly impact an individual's quality of life and functional abilities:
- Chronic and acute diseases, infectious diseases and mental health conditions represent various types of health conditions. A long-term health condition lasts or is expected to last for a year or longer, cannot be cured, but can be managed through medication or therapies.
- Impairments can be physical, sensory, cognitive, or psychiatric causing long-term effects on physical appearance and/or function.
Understanding these definitions helps in recognising and addressing the diverse needs of employees affected by such conditions. Creating a workplace that accommodates and supports these needs, employers can cultivate a more loyal, engaged and productive workforce.
Strategies to effectively manage long-term health conditions and impairments in the workplace can include:
1. Promoting Open Communication
Encourage a culture where employees feel comfortable discussing their health conditions without fear of stigma or discrimination. Establish confidential channels for employees to share their needs and concerns. This can include regular check-ins, anonymous surveys, or a dedicated HR or staff representative.
2. Education and Training
Employees, especially those with line management responsibilities should be trained to understand how to support affected employees. Training should include:
- Awareness of legal obligations: Understanding the rights of employees under relevant laws.
- Empathy and support strategies: Techniques for providing emotional and practical support.
- Effective communication: Skills for discussing health issues sensitively and confidentially.
3. Creating a Supportive Work Environment
Create a workplace culture that values diversity and inclusivity. This includes:
- Employee Support Groups: Establishing groups where employees can share experiences and resources.
- Health and wellbeing initiatives: Offering initiatives or activities that promote overall wellbeing, such as mental health resources, opportunities to be active and nutrition workshops.
- Peer support networks: Encouraging employees to support one another through formal or informal networks.
4. Implementing Reasonable Adjustments
Under the Equality Act 2010, employers are required to provide reasonable adjustments to employees with disabilities. These can include:
- Flexible working: Allowing employees to modify their work hours to attend medical appointments or manage their condition.
- Remote work options: Providing the flexibility to work from home can reduce stress and physical strain.
- Ergonomic adjustments: Modifying workstations to reduce physical discomfort and prevent further health issues.
5. Utilising Technology
Utilise technology to assist employees with long-term health conditions. This can include:
- Assistive devices and software: Tools that help employees perform their job functions effectively.
- Digital communication platforms: Facilitating remote work and flexible communication.
6. Monitoring and Evaluation
Regularly assess the effectiveness of adjustments and support measures. Solicit feedback from employees to identify areas for improvement and ensure that the provided adjustments continue to meet their needs. This can involve:
- Periodic surveys: Collecting anonymous feedback on workplace practices and environments, and ideas for changes.
- Data Monitoring: Collect and review data on health conditions and impairments in the workplace.
- Continuous improvement: Adjusting policies and practices based on feedback and new developments in health management or legislation.
Resources and Guidance
There are numerous resources available to help employers provide support to employees with health conditions and impairments. This section provides an overview of key resources, services, and information.
Government and NHS Resources
- Support with Employee Health and Disability: This service has been developed by the Department of Work and Pensions to help employers and managers provide better support to disabled people and those with health conditions in the workplace. It is particularly aimed at smaller businesses, many of which do not have in-house human resources or occupational health support.
- Access to Work: A government-funded programme that provides financial support and practical advice for making workplace adjustments to support employees with impairments and long-term conditions.
- Health Adjustment Passport: For those who have a disability or health condition that makes it harder for them to move into work or stay in a job. It can support a person to identify what support and changes (known as reasonable adjustments) may be needed when in work or moving into work.
- Fit Note: Guidance to help employers and employees manage sickness absence and support staff with long-term conditions to remain in or return to work.
- Equality and Human Rights Commission: Offers guidance on employers' legal obligations under the Equality Act 2010, including making reasonable adjustments for employees with long-term conditions.
- Health and Safety Executive (HSE): Provides resources on managing health and safety at work, including advice on supporting disabled workers and workers with long-term health conditions in work.
- In-Work Support Service: Provides rapid access to tailored occupational therapy, physiotherapy and psychological therapy services, designed to help employed or self-employed people return to work or manage a health condition in work due to a mental health problem or musculoskeletal problem.
Support Organisations
- Disability Wales: The national association of Disabled People’s Organisations (DPOs) focused on the rights, equality and independent living of disabled people in Wales. It aims to promote understanding, adoption and implementation of the Social Model of Disability throughout Wales.
- Business Disability Forum: Offers consultancy, training, and resources to help organisations become more inclusive and supportive of disabled employees.
- Mind Cymru: Provides resources and support for mental health conditions, including workplace wellbeing initiatives and training programmes.
- Diabetes UK: Offers support for employees managing diabetes, including advice on workplace adjustments and managing diabetes at work.
- Macmillan Cancer Support: Provides resources for supporting employees with cancer, including legal rights, financial support, and workplace adjustments.
- Arthritis Research UK: Offers guidance on supporting employees with arthritis and musculoskeletal conditions, including workplace adaptations and self-management resources.
Key dates
The following campaigns serve as useful opportunities for workplace activities and awareness-raising, often providing valuable resources for employers.