How To Support Employees With Chronic Illness

Chronic illnesses—long-term health conditions that can usually be controlled but not cured—impact a significant portion of the workforce yet are often overlooked in workplace policies and culture. Approximately 60% of US adults suffer from at least one chronic condition, such as heart disease, diabetes, cancer, or mood disorders. These employees may feel pressure to downplay symptoms in favor of getting work done, but ignoring these challenges won’t make them disappear.

Employers must recognize that many employees silently struggle with chronic illnesses and may feel torn between managing their health and meeting work responsibilities. By proactively supporting these individuals, managers can change the narrative and create a culture where employee well-being is valued and does not compete with professional success.

The Importance Of Supporting Your Employees Through Chronic Health Conditions

Implementing chronic condition support at work can lead to the following:

• Improved employee retention: Employees who feel supported are more likely to stay with the company. High turnover is costly due to recruitment expenses and the loss of institutional knowledge. By providing necessary accommodations, organizations can retain valuable employees who might otherwise feel compelled to leave because of their health challenges.
• Increased productivity: Chronic illness can lead to absenteeism or presenteeism (being physically present but not fully productive). However, giving employees the tools and flexibility to manage their health allows them to perform their jobs more effectively.
• Enhanced workplace morale: When employees know they will be supported through challenges, it reinforces a culture of empathy, fairness, and respect. This fosters a positive work environment and boosts morale.
• Positive organizational reputation: Companies that are known for their inclusive policies, strong support systems, and commitment to employee well-being are more likely to attract top talent and improve their brand reputation.
• Compliance with legal obligations: Implementing chronic condition support at work often involves adhering to legal requirements, such as those outlined in the Americans with Disabilities Act (ADA). However, it’s equally important to offer accommodations out of authentic care for employee well-being.

6 Ways Managers Can Support Employees With Chronic Illness

Managing a chronic illness at work can be overwhelming and isolating, especially when employees don’t feel supported by their organization. Managers are in a unique position to provide them with the understanding, flexibility, and resources they need to maintain optimal health while effectively balancing work responsibilities.

1. Be Curious, Not Prescriptive

It’s natural to want to offer solutions when a team member is dealing with a medical condition. While well-intentioned, suggesting a new supplement, recommending a test, or comparing their situation to someone else’s can come across as dismissive or invalidating.

A manager’s role is to provide support by understanding their employee’s challenges and needs, not by prescribing solutions. Ask open-ended questions like, “How are you managing your workload with your health condition?” or “What adjustments can we make to help you perform your best?” This demonstrates empathy, allows employees to express specific needs, and helps managers provide the right kind of support.

2. Respect Privacy And Confidentiality

Employees shouldn’t feel pressured to disclose sensitive health details in order to justify their accommodations. Instead of prying for personal information, proactively offer solutions that address their needs based on what they choose to share.

Always assume that any health information disclosed is intended to remain confidential. When discussing an employee’s need for time off (or other accommodations), use broad terms like “personal reasons” unless they give explicit permission to share more details. Protecting employees’ privacy builds trust and security.

3. Provide Reasonable Accommodations

Under the ADA Act, employers are required to provide reasonable accommodations for employees with disabilities, including those with chronic illnesses. Beyond legal compliance, managers have an ethical responsibility to ensure their team members can succeed in their roles without compromising their health.

Chronic conditions such as musculoskeletal disorders, carpal tunnel syndrome, or back pain can be exacerbated by a poorly designed workspace. Accommodations can vary widely depending on individual needs, so be sure to collaborate with the employee to identify and implement tailored solutions. For example, ergonomic adjustments may be necessary to prevent further discomfort or injury. Ergonomic equipment can include:

• Adjustable chairs that offer padding and support
• Glare-proof monitors that minimize eye strain
• Voice-to-text applications that reduce the physical strain of typing

Managers may also need to modify an employee’s workload during flare-ups of their condition. Redistributing some tasks to other team members or allowing the employee to focus on less demanding aspects of their role can help reduce stress and burnout.

4. Model Work-Life Balance

When managers model strong boundaries, it sets an example and encourages employees to prioritize their well-being. This includes respecting work hours by avoiding late night emails or requests, demonstrating that it is acceptable (and necessary) to unplug. Encourage team members to fully utilize their breaks and time off to reinforce the importance of rest and recovery.

 Managers must ensure employees with chronic illnesses receive support in prioritizing their health, without feeling guilt or pressure to overextend themselves. As a manager, leading by example—such as taking time off when unwell—reinforces the idea that well-being comes first and prompts others to do the same.

5. Offer Flexible Work Arrangements

Initiating discussions about adjusting work arrangements can alleviate any guilt employees might feel about requesting these changes. Flexible work arrangements allow employees to attend necessary medical appointments (which usually take place during standard business hours) and manage their health more effectively.

For instance, an employee dealing with frequent fatigue may benefit from aligning their work hours with their peak energy levels to enhance productivity. Similarly, offering the option to work from home gives employees the opportunity to manage their symptoms in a comfortable, familiar environment while eliminating the physical and mental strain of commuting.

6. Implement And Promote Supplemental Resources

To provide holistic support for employees managing chronic conditions, consider the following supplemental resources:

• Health coaching: Dedicated coaches can help employees develop strategies to manage stress, anxiety, and other challenges that often accompany chronic illness. They can also provide tailored guidance on lifestyle changes to manage chronic conditions effectively.
• Wellness platforms: A centralized hub for all health-related resources makes it simple for employees to find the information and support they need to tend to their health. Whether seeking advice on symptom management, scheduling a health coaching session, or accessing mental health support, wellness platforms streamline the process so employees can access resources quickly and efficiently.
• Employee Assistance Programs (EAPs): Chronic illnesses often bring additional stressors, such as financial concerns related to medical expenses, the emotional toll of managing a long-term condition, or the need for legal guidance on matters like disability rights. EAPs offer confidential counseling services and connect employees with experts who can help them navigate these challenges.

Many companies may already have these resources in place, but ensuring they are accessible and well-utilized is key. Regularly communicate their availability through multiple channels (e.g., emails, intranet posts, team meetings) so that employees are consistently reminded of the support available to them. If these resources are not currently available, now is the time to initiate conversations about offering them in your organization.

Conclusion

Health and productivity should be mutually supportive, not mutually exclusive. Providing comprehensive chronic condition support builds a culture of care that is compassionate, proactive, and inclusive. By recognizing the value of every team member and ensuring equal opportunities for success, organizations and managers can empower employees to thrive personally and professionally, no matter the health challenges they face.