5 ways that employers can support staff who have ongoing health problems

It’s no secret that conflicts exist between work and health management, be that for ongoing chronic health conditions, mental health, or disability. Historically, people belonging to this demographic have had great difficulties with finding and maintaining long-term employment, due to a lack of understanding, accommodation for, support of and awareness of an individual’s needs.

Thankfully, as a society, we have come leaps and bounds when it comes to inclusivity, diversity, and flexibility in the workplace. However, there is still a long way to go, and much more that employers can do to attract individuals from this demographic, improve overall working conditions, and increase employee retention amongst these groups. 

Image: Megan Hackwood reveals ways employers can create an inclusive work culture.

1. Encouraging flexible work options for all staff

Flexible working options have become a well-known by-product of the ongoing pandemic, with many workplaces forced to rapidly adapt to accommodate for change by developing improved digital strategies and methods of communication. Those living with ongoing medical complications have, from a work perspective, thrived during the pandemic because many of the flexible accommodations that have been needed became automatic.

What many people don’t consider is that prior to the pandemic, ableism and a lack of flexible work policies created huge barriers to gaining and maintaining employment within the disability community. Having the flexibility to work remotely helps to solve common issues relating to fatigue, pain and/or condition management, transportation, workplace accommodations, and many other complications that can prove to be difficult to manage in a traditional workplace.

Another way that flexibility can be offered is by shifting the mindset from business hours to KPIs. For example, instead of requiring staff to adhere to standard hours, alternatively allow individuals to work during self-appointed or condensed hours with the expectation that workloads, KPIs and project deadlines are still met.

2. Modifying roles and workstations as required

It’s important to ensure that everyone’s personal work needs are being met with consideration, empathy, and understanding. This will look different for everyone but can begin with employers thinking beyond the standard workplace health and safety requirements needed in their workplace. Considering the implementation of adjustable workstations in the form of sit/stand desks, offering additional ergonomic supports, ensuring accessibility, and applying the use of technology to bridge communication difficulties are examples of easy to add workplace adaptations.

3. Regularly communicate and connect with employees

Employers should have regular communication with their employees about their well-being, professional goals, and stress management, regardless of any known health conditions or disabilities. Employers have a duty of care for the wellbeing of their staff and should ensure that any supports, adaptations, or modifications that have been made are correctly serving their purpose, making any further changes as needed. A good way to stay abreast of this is to set recurring catch up dates where both parties can discuss different challenges, what has worked, what hasn’t, and ultimately brainstorm together to reach a mutual goal and understanding.

4. Offer health and support services to staff members

Sometimes regardless of what supports are put into place, there are parts of life where an employer is unable to personally offer further assistance. This could be on the basis of breaching professionalism in the workplace and the uncomfortable discussion of highly personal topics, or simply because the employer does not feel equipped to handle a particular situation.

Where possible, employers should seek to provide staff with information about, or direct access to, confidential counselling, health insurance, exercise programs and addiction help programs. This should be an available option for staff to access on their own without management intervention, but can also be used as a great tool in professional, as well as personal development.

5. Building a positive team culture that encourages a health first approach

Employers need to lead by example and promote a positive team culture that does not idolise overworking, gossip, and presenteeism, but instead supports taking leave from work when it's needed, fosters a culture of communication and acceptance, and encourages healthy eating, exercise and positive mental health strategies. These are all key ways to not only support staff members with disabilities, but also strategies to help mitigate the risk of employee burnout. 

After all, work is important, but your health is everything.