Supporting employees with chronic Illness

Supporting employees with chronic Illness:Practical workplace adjustments 

 

When a staff member is diagnosed with a chronic illness, it can raise questions for both the individual and their employer. 

 

As an employer, you may wonder: 

• What does the law require? 

• How can we keep things fair for everyone? 

• How will this affect productivity? 

 

The answer lies in reasonable adjustments; these are the changes you may need to make that enable employees to work effectively while managing their health. 

 

 

Under the Equality Act 2010, if an employee has a disability, which includes many chronic illnesses, you are legally required to make adjustments to remove barriers they face at work. 

This means that the adjustments should not impose a disproportionate burden on your business. 

 

To comply with this Act you to make these adjustments promptly and to consult with the employee to ensure their needs are met. 

 

What is deemed 'Reasonable' will depend on your business size, resources, and the role in question, but common examples include: 

 

• Flexible working hours – Allowing later start times, shorter shifts, or split days to manage fatigue or medical appointments. 

• Home working options – Reducing commuting stress and allowing better control over their working environment. 

• Adapting duties – Temporarily reallocating physically demanding tasks. 

• Providing equipment or resources – Ergonomic chairs, screen magnifiers, voice recognition software. 

• Allowing more frequent breaks – Especially for conditions that require rest, medication, or regular access to facilities. 

 

Reasonable adjustments aren't just a legal requirement; they make good business sense: 

• Retention of skilled staff – You keep valuable knowledge, experience, and client relationships in-house. 

• Improved morale – Demonstrating you care about wellbeing boosts loyalty and engagement. 

• Better productivity – When employees feel supported, they work more effectively. 

• Reputation benefits – An inclusive workplace attracts diverse talent. 

 

There are several steps you need to take when supporting a staff member with a chronic illness and this can feel daunting, especially if you're juggling tight deadlines and workloads. Here is a step-by-step list on how to approach it: 

 

1. Open a conversation early - Make sure you approach the topic with empathy. Ask the employee what they need, taken notes and always listen without judgment. 

2. Seek professional input - Occupational health services can provide clear guidance on suitable adjustments. By using an expert, you will know what you need to do. 

3. Document agreements - Keep written records of discussions and adjustments so expectations are clear on both sides. 

4. Review regularly - Chronic illnesses can change over time. What works now might need tweaking in the future. 

5. Balance fairness across the team - For instance, if you allow one employee to work from home, consider offering this option to others who may benefit, such as those with childcare responsibilities or a long commute. Explain adjustments sensitively to colleagues, focusing on teamwork rather than "special treatment". 

6. Look after yourself too - Supporting a team member through a long-term health challenge can be emotionally draining. It's important to remember to look after yourself too. Your resilience and wellbeing are just as important as that of your team members. 

 

Reasonable adjustments are about finding practical, balanced solutions that allow your employee to thrive while protecting your business operations. With open communication, flexibility, and a willingness to adapt, employers can turn what feels like a challenge into an opportunity for loyalty, trust, and long-term success. 

 

 

These cases shared below underscore how widespread the issue is and how critical it is for employers to understand their legal and moral duty. 

• A recent tribunal ruling awarded a senior nurse over £22,000 after NHS management refused her request to work exclusively night shifts, which she needed to do to manage her Crohn’s disease, despite this pattern being supported by her line managers and critical to the health of the night service provision 

• A bus driver with Crohn’s disease won £28,000+ after being denied regular toilet breaks and inflexible shifts resulting in humiliation and health crisis. 

• A charity employee with both Crohn’s disease and long Covid was found to have been unfairly dismissed due to a refusal to implement reasonable adjustments, leading to a tribunal ruling in his favour  

 

These cases underscore how widespread the issue is and how critical it is for employers to understand their legal and moral duty. 

Employment isn’t just about productivity, it’s about building a supportive environment where everyone can succeed, regardless of health challenges. This isn’t just compliance; it’s part of compassionate leadership. 

Have questions about implementing adjustments or navigating workplace law? 

I’d be glad to help you explore realistic, empathetic solutions