Supporting Employees with Chronic Health Conditions

Jaimie Hutchison | August 27, 2023

fall leaves on the ground with the word wellness on one leaf

In today’s fast-paced and demanding work environments, it is essential for organizations to prioritize the well-being of their employees. This includes supporting individuals who may be grappling with chronic health and mental health conditions. By fostering an inclusive and supportive workplace culture, organizations can create an environment where employees with chronic conditions can thrive, contribute their best, and feel valued.

 

Keep in mind that a good portion of the workforce has some form of chronic illness or will develop one. Chronic health conditions are stigmatized and can often be isolating. Giving employees opportunities to talk to someone about their condition at their discretion can help them feel heard and supported. Referring them to resources on and off campus can provide crucial support.

 

A 2022 study conducted by the CDC found that 60% of adults had at least one diagnosed chronic health condition and 40% of US adults had multiple chronic conditions. The National Alliance on Mental Health (NAMI) estimates that 1 in 5 U.S. adults experience mental illness each year and 1 in 20 U.S. adults experience serious mental illness each year.

 

Chronic health conditions, such as diabetes, asthma, arthritis, and heart disease, can significantly impact an employee’s daily life and productivity. Similarly, mental health conditions, including depression, anxiety, and bipolar disorder, can affect an individual’s emotional well-being and ability to function optimally in the workplace. Recognizing that these conditions are often invisible and may fluctuate in severity is crucial to providing the necessary support.

There are many workplace benefits of supporting your employees through chronic health conditions including:

  • Improved employee morale
  • Reduced absenteeism
  • Lower stress levels on employees
  • Increased productivity
  • Better work-life integration
  • Decreased turnover and increased retention
  • Decreased healthcare and disability costs

Creating a workplace culture that fosters empathy and understanding is the first step towards supporting employees with chronic health and mental health conditions.

If an employee discloses chronic health condition to supervisor and the supervisor responds supportively and listens to employee’s needs the employee may be better able to manage or improve their health condition. Supportive responses include providing resources, creating a supportive plan of action, and encouraging ongoing open communication. By utilizing resources to manage their condition in a healthy way, the employee is more likely to maintain or improve their health condition, experience lower absenteeism, be able to maintain job performance, and feel a higher level of job satisfaction. Employee job satisfaction leads to higher rates of retention.

If a supervisor responds in a negative or unsupportive way and doesn’t listen to the employee’s needs, it can lead to negative consequences. Without the support of their supervisor, the employee may be less able to manage or improve their health condition and the employee may be more likely to experience a decline in their physical health or mental health condition, have higher absenteeism, reduced job performance, lower level of job satisfaction, and a lower rate of retention.

How can supervisors, managers, and leaders best support employees with chronic health conditions?

  • Recognize signs of stress and distress (The WLO has a presentation that can help you do this!)
  • Approach the employee from a place of empathy and support
  • Enter this conversation with a trauma informed and equitable lens
  • Consider flexible work arrangements that may support the employee and allow their work tasks to be completed (The WLO and HR can assist with guidance here)
  • Regularly provide campus and community resources to assist employees
  • Share MSU’s Well-being at Work Guide, the goal of this guide is to provide evidence-based best practices to recruit/retain high-quality candidates and create healthier workplaces.
  • Invite the WorkLife Office into your unit for a presentation about stress, workplace wellbeing, or other topics
  • Help your employee stay connected (the WLO can help)
  • Provide resources at meetings/events, (the WorkLife Office can help)
  • Demonstrate transparent communication and compassion
  • Consider team efforts when scheduling assignments
  • Listen carefully for what the employee needs- think outside of the box
  • Consider the employee’s needs during special events- i.e. team lunches, sober events, how can we accommodate all of the team and offer different options?

Supporting employees with chronic health and mental health conditions is not just a moral imperative, but also a strategic investment in the success and well-being of the organization. By fostering an inclusive and empathetic workplace culture, providing flexible work arrangements, implementing supportive policies, and promoting self-care and wellbeing, organizations can create an environment where all employees feel valued, supported, and empowered to reach their full potential. By prioritizing employee well-being, organizations can foster a positive and productive work environment that benefits everyone involved.

For more information on how you can create a more well workplace, contact the MSU WorkLife Office at worklife@msu.edu.

More information on Workplace Mental Health and Well-Being.