How companies can support employees who are living with chronic illness
Canada’s workforce is aging—in fact, Statistics Canada estimates that almost one-quarter of the country’s labour force will be age 55 or older by the year 2021. And this includes the estimated 17 million Canadians who are living with a chronic condition.
Chronic diseases include arthritis (affecting 4.6 million Canadians), hypertension (5.1 million), diabetes (1.9 million) and asthma (2.4 million). These illnesses can result from uncontrollable risk factors, such as age and genetics. But many can be managed with proper treatment and a change in lifestyle habits, such as diet and exercise.
Chronic diseases have a significant impact on the workforce. For example, the workplace cost of arthritis—including permanent reductions in work hours, absenteeism, lost productivity and employees who have to stop working or change jobs—is estimated at $11,553 per person annually.
To retain valuable employees, employers need to provide support for those with chronic illnesses. Work is often central to the identities of chronically ill people, giving them purpose as well as an opportunity to be productive and to socialize with others. Work also serves as a distraction from health issues and offers a chance to be active, which is essential to managing many chronic conditions.
Many people with chronic diseases are already working well, but there are a few practical steps that employers can take to further support these employees.
1) Ensure that all employees know where to get information about their benefits and other available resources. This is an important aspect of maintaining an employee’s privacy, as some employees may not be comfortable disclosing their condition to their manager or co-workers.
2) Ensure that front-line managers are well trained to understand that occasional performance issues can be the result of struggling with an illness, rather than a lack of skills or motivation. Common signs of chronic illness include a sudden change in performance that is unusual for the worker, or an employee having less energy or being distracted. These changes may be indicators of a disease flare-up, or a period of increased disease activity with greater pain or fatigue.
Managers will want to create an environment where employees feel comfortable disclosing their condition with the aim of identifying potential issues and arriving at solutions. Manager training and employee education can be via lunch and learns or other staff educational sessions.
The type and level of support needed differs by disease and may change over time. For example, an employee with asthma may need help with reducing potential triggers, such as dust or perfume, while an employee with arthritis may need ergonomic adjustments to his or her work area.
3) Have regular check-ins by HR or a manager to determine if any special accommodations are required. This strategy can help to identify potential issues and create happier, more productive employees. Small changes— such as using an ergonomic desk or chair or offering more flexible work arrangements (e.g., flex hours or the option to work from home)—can make all the difference in retaining employees for the long term.
Employers have an important role to play in leading an inclusive workplace that supports all employees, not just the seemingly healthy ones. As chronic illnesses affect more and more Canadians, employers need to take note and respond to this growing health issue—because not doing so may hurt their bottom line.
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