Supporting employees with chronic conditions starts with strong WHS practices

A recent report by pharmaceutical firm AbbVie has highlighted a significant workplace health and safety (WHS) issue: half of Australian employees living with chronic conditions choose not to disclose them to their employers. The reason? They have concerns about discrimination, stigma, and potential career limitations.

In this article, we’ll break down the report and discuss how employers can further improve workplaces so workers with chronic conditions feel supported.

What did the report find?

The report found that 77 per cent of Australian workers believe that individuals with chronic conditions experience workplace discrimination. The most cited reasons for non-disclosure include:

• Fear of discrimination and stigma recorded at 54 per cent.
• Concerns over career progression and opportunities were recorded at 52 per cent.
• A belief that health conditions are a personal matter came in at third with 47 per cent.

The report also revealed alarming statistics regarding job retention among employees with chronic conditions. Over a third of those affected have left their jobs due to their health challenges. The primary reasons cited were workplace stress exacerbating their condition and lack of support in the workplace.

A workplace that fails to accommodate employees with chronic illnesses risks not only losing valuable talent but also contributing to an unhealthy work environment. When employees don’t feel supported, it can lead to stress, burnout, and decreased productivity – not just for those with chronic illnesses but for the entire team.

Employer support: current efforts and gaps

With chronic conditions being the leading cause of illness, disability, and death in Australia, it’s essential for workplaces to foster an environment where employees feel safe and supported.

Many Australian employers mentioned in the study have already implemented accommodations to support employees with chronic conditions, such as flexible working and access to Employee Assistance Programs (EAP). Despite this, 61 per cent of respondents believe that workplaces could do more to provide reasonable work conditions and physical/environmental adjustments. So, how can employers ensure employees with chronic conditions are supported? We discuss below.

Steps to improve workplace support

Enhancing workplace support for employees with chronic conditions isn’t only a legal and ethical responsibility but also benefits overall workplace morale and productivity. Suggested improvements include:

• Greater flexibility: reducing the requirement for medical certificates for every sick day (unless the sick days occur consecutively, as a pattern or if you have reason to believe the leave may be disingenuous).
• Physical or environmental adjustments: for example, provide dedicated spaces for administering medication or implementing fragrance-free zones for employees with migraines.
• Training and awareness programs: educating managers and colleagues about chronic conditions to foster a more inclusive environment.
• Tailored work accommodations: ensuring that employees receive individualised adjustments that support their specific needs without unnecessary bureaucratic hurdles.
• Ask the employee: simply asking the employee what they need to feel supported can go a long way. It’s important to listen without judgment and implement supports where practically possible.

The path forward

Deidre Mackechnie, Executive Officer at the Australian Patient Advocacy Alliance, stated, “Our hope is that this report can be used to start a conversation in the workplace on how employers and co-workers can better support those with chronic conditions and that these conversations will help to reduce the stigma and discrimination these individuals face.”

By creating a supportive and inclusive workplace, employers can not only retain valuable staff but also foster a culture of understanding and respect. It’s time for businesses to take proactive steps to ensure that employees with chronic conditions receive the support they need to thrive in their professional roles while managing their health effectively.

Citation Safety can help

If the findings of this report have raised concerns about how your WHS practices consider employees with chronic conditions, we’re here to help. We’re offering a free confidential chat with our experts to talk about your WHS compliance. Book your consultation.

About our Author

Jack Bowkett is a Workplace Health and Safety Consultant at Citation Group. He has an interest in all things safety-related and regularly provides pragmatic advice on how businesses can comply with their WHS obligations and create a good working environment.