Long-term health conditions are becoming an increasingly important consideration for employers across the UK. As people live and work for longer, organisations are seeing more employees managing ongoing physical and mental health conditions while remaining active in the workplace.
For employers, this presents both a challenge and an opportunity. By understanding how to support employees with long-term health conditions, businesses can improve employee wellbeing, retain valuable skills, reduce sickness absence and create a more inclusive workplace.
The Growing Impact of Long-Term Health Conditions
Long-term health conditions are far more common than many employers realise. According to NHS England, around 46% of adults live with at least one long-term health condition, while many people manage multiple conditions throughout their working lives.
The impact on the workplace is significant. The Health and Safety Executive (HSE) estimates that 33.7 million working days were lost in Great Britain during 2023/24 due to work-related illness and workplace injury, while the Office for National Statistics (ONS) continues to report that long-term sickness remains one of the leading reasons people leave the workforce.
With an ageing workforce and increasing retirement ages, supporting employees living with a long-term health condition is no longer simply a wellbeing initiative, it’s becoming an essential part of effective workforce planning.
What Is a Long-Term Health Condition?
A long-term health condition is generally one that lasts for 12 months or more and may require ongoing treatment or management.
Common examples include:
- Arthritis and musculoskeletal conditions
- Diabetes
- Asthma
- Heart disease
- Cancer
- Multiple sclerosis (MS)
- Chronic fatigue conditions
- Anxiety and depression
Many people with these conditions continue to perform their roles successfully. However, symptoms may fluctuate, meaning employees can experience periods where they need additional support.
Why Supporting Employees Benefits Employers
Supporting employees living with a long-term health condition isn’t simply about meeting legal obligations, it’s also good for business.
Employees who feel supported are often more likely to remain engaged, productive and committed to their organisation. Retaining experienced staff also reduces recruitment and training costs while preserving valuable knowledge within the business.
A proactive approach can also help employers:
- Reduce sickness absence.
- Improve employee retention.
- Increase productivity.
- Boost morale across the workforce.
- Demonstrate an inclusive workplace culture.
- Reduce the risk of employment disputes.
Perhaps most importantly, early support can prevent relatively small issues from becoming longer periods of absence.
Understanding Your Legal Responsibilities
Employers have a duty to protect the health, safety and wellbeing of their employees.
Under the Equality Act 2010, some long-term health conditions may be considered disabilities if they have a substantial and long-term impact on a person’s ability to carry out normal day-to-day activities.
Where this applies, employers may be required to consider reasonable adjustments to remove barriers in the workplace.
These adjustments will vary depending on the individual but could include:
- Flexible working arrangements.
- Phased returns following sickness absence.
- Adjustments to working hours.
- Changes to duties or workloads.
- Specialist equipment or ergonomic assessments.
- Temporary workplace modifications.
Every employee’s circumstances are different, so adjustments should always be considered on a case-by-case basis.
Creating a Supportive Workplace
Supporting employees begins with creating an environment where people feel comfortable discussing their health without fear of stigma.
Managers should be encouraged to have open, supportive conversations and check in regularly with employees who may need additional support.
Simple steps can make a significant difference, including:
- Encouraging regular wellbeing conversations.
- Reviewing workloads during periods of ill health.
- Offering flexible working where appropriate.
- Supporting phased returns following absence.
- Signposting employees to available wellbeing resources.
- Referring employees to Occupational Health when additional advice is needed.
A supportive culture often means employees seek help earlier, allowing organisations to address concerns before they escalate.
Practical Tips for Employees
While employers play an important role, employees can also take steps to help manage their condition at work.
Some helpful strategies include:
- Being open with your manager if your condition begins to affect your work.
- Planning your workload where possible and prioritising important tasks.
- Taking regular breaks to reduce fatigue.
- Looking after your physical and mental wellbeing through healthy lifestyle habits.
- Attending medical appointments and following treatment plans.
- Asking for support early rather than waiting until problems become more difficult to manage.
Open communication often leads to better outcomes for both employees and employers.
Contact Us
Occupational Health provides independent medical advice that helps employers understand how an employee’s health may affect their ability to work.
This may include advice on:
- Reasonable workplace adjustments.
- Phased return-to-work plans.
- Temporary or permanent work restrictions.
- Fitness for work.
- Ongoing support to help employees remain in work safely.
By involving Occupational Health early, employers can make informed decisions while helping employees continue working wherever possible.
📞 01260 277797
📧 website@acornoh.co.uk