Millions of people live with chronic pain every day. Most employers have employees who are in this situation. Chronic pain often has no adequate treatment, and those living with it have to find ways to manage their lives around the pain and reduce it whenever possible. Chronic pain can have other effects, too, such as fatigue or lack of energy, irritability (or other mood changes), and more.
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Here are a few ways employers can help employees in this situation:
- Allow flexible work hours so employees can work a schedule that is better suited to their needs. For example, some people have difficulty sleeping due to chronic pain and may benefit from a later start time.
- Allow frequent breaks for employees to utilize as needed, giving them time to rest, take medication, de-stress, etc.
- Offer an employee assistance program (EAP). This can provide an outlet to employees who are struggling with the frustrations that come with chronic pain.
- Give all employees regular performance feedback. This can help assure those in pain that they’re still performing as expected (fear of punishment when they have tough days is an issue that many with pain face).
- Create a culture that supports those in chronic pain. This can include providing information about myths and facts about chronic pain in general.
- Do an ergonomic assessment of employee workspaces. Ergonomic adjustments can be beneficial for everyone but particularly those dealing with pain.
- Consider allowing modified workspaces, such as standing or adjustable desks or other similar adjustments that may make it easier to get through the day with less strain.
- Train management about the various types of accommodations that may be beneficial for someone dealing with chronic pain or other chronic conditions. Also train them to recognize when someone may be asking for something that could indicate the need for an accommodation as described in the Americans with Disabilities Act (ADA). Be sure they know to get HR involved whenever these questions arise so that HR can handle the situation appropriately and consistently.
- Consider providing empathy training for both management and employees. This can help with a lot of workplace issues but especially with understanding the hardships fellow employees are enduring.
- Remember that each person’s experience with chronic pain is unique. When considering accommodations or adjustments, work with each individual directly to determine what may be beneficial.
- Remember that there are several laws that may be applicable, depending on the specifics of any situation in which an employee is dealing with chronic pain. For example, the ADA may come into play for someone whose pain places limitations on his or her life functions. The Family and Medical Leave Act (FMLA) may come into play, as well.
- Also remember that, even when done with good intentions, it’s not advisable to discuss someone’s health issues with anyone without a specific business need to do so (this includes discussing the need for an accommodation). This can create complex situations for the employer, which may have to deal with others not understanding the reason for the person’s treatment.
Chronic pain can directly impact employees’ ability to do their job, but it can also affect how satisfied they are with their employer. Employers that are supportive of those in this situation may find they are better able to retain employees who are capable but dealing with pain.
(Note: There are many types of chronic illnesses; this article is only referring to chronic pain, which may or may not be brought on by a particular illness.)
Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.