Managing and supporting employees with long-term health conditions | Guides

The 2021 edition of Health in Ireland recorded that over 25% of the population in Ireland reported having a chronic illness or health problem in 2019¹ and according to the CSO, approximately 12.3% of the workforce was absent in Q3 of 2021².

Over the last ten years we also find that 'older workers' (as defined as 55+) occupy a substantial and growing proportion of the Irish labour force (almost 20%) and is becoming especially important due to a fall in the labour force participation of younger workers³. Continuing high retention levels of this age group (which has a high degree of variation in health status) is a must. Having good management practices for managing and support long-term health conditions gives all employees the best chance of staying in work and fulfilling their potential.

While there are many different long-term health conditions and differing environments, our colleagues in the UK have produced a useful set of principles-based guidelines that offer organisations a starting point to provide effective support for any condition.

The report introduces long-term health conditions (as defined by the NHS), sets out the reasons why organisations need to take action and puts the emphasis on managing absence and leave with compassion and flexibility within an open, inclusive and supportive culture.

Download the guide to find out more

Managing and supporting employees with long-term health conditions guide

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Guiding principles for effective support

Research reveals the following guiding principles for effectively managing and supporting those with long-term health conditions:

Create an open, inclusive and supportive culture

Employees working in supportive environments are more likely to discuss a health condition, to ask for help when needed and to return to work following sickness absence.

More information is available on page 9.

Embed good people management practices

Organisations that have good people management practices are best placed to enable employees to thrive when managing a long-term health condition.

More information is available on pages 9-10.

Create the conditions and provide support for successful disclosure

Many employees find telling others about their long-term health condition challenging. The organisation needs to make it very clear that any individual who shares information about a health condition will be treated fairly and with compassion, and their career opportunities not jeopardised.

More information is available on page 10.

Ensure employees have easy access to information and support

It is important to ensure that employees with long-term health conditions can easily access information that could help them stay in work and work productively. This includes all relevant company policies and support.

More information is available on page 10.

Manage absence and leave with compassion and flexibility

Taking a flexible and individualised approach to absence management can help prevent unhealthy presenteeism and avoid unfairly penalising employees with ongoing health conditions.

More information is available on page 11.

Provide access to, and training in, work adjustments and self-management support

Some employees may require adjustments to their job role, work environment or work schedule. Often employees will need to make a series of adjustments to treatment regimens or lifestyle to manage their symptoms and keep well.

More information is available on pages 11-12.

Monitor and review

To understand how the organisation’s policies and practices are working, it’s necessary to implement a system of reporting and review as there is a need to understand the composition of your workforce, and how employees with long-term health conditions are experiencing work, to ensure that workforce needs are being met.

More information is available on page 12.