Advance Inclusion in your workplace

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Advance Inclusion in Your Workplace Today

The importance of supporting employees with Long COVID

In January 2022, approximately 1.3 million people in the UK were living with Long COVID. However, recent findings from a Trades Union Congress (TUC) survey reveal that two-thirds of those with the condition have experienced unfair treatment at work, including bullying, harassment, threats of disciplinary action, and redundancy. Alarmingly, one in seven individuals has lost their job due to Long COVID-related reasons (People Personnel, 2024).

Supporting employees with Long COVID

Inclusive Employers Members can access our factsheet on how to create an inclusive workplace for employees managing Long COVID symptoms.

Download the resource now
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Labour shortages highlight the need for action

According to the Office for National Statistics (ONS, 2024), one-third of UK businesses are facing labour shortages. In this context, retaining talent by providing appropriate support to employees with Long COVID is crucial.

Key findings from the TUC survey (2024):

  • Promotion concerns: 28% of employees with Long COVID felt the condition had affected their chances of promotion.
  • Disclosure challenges: One in 10 employees had not informed their employer about their condition, fearing a lack of support.
  • Limited job adjustments: A third of employees had not requested any changes to their roles, while almost half who did ask for changes did not receive the necessary accommodations.
  • Daily limitations: Six in 10 employees reported that Long COVID substantially limited their ability to carry out day-to-day activities.
  • Common symptoms of Long COVID include fatigue (96%), cognitive dysfunction (84%), and difficulty breathing (73%).

The role of employers in supporting employees

Whether Long COVID is classified as a disability under the Equality Act 2010 depends on its individual impact on a person’s health. Regardless, employers should prioritise:

  • Workplace adjustments: Tailoring roles to accommodate employees’ needs.
  • Wellbeing initiatives: Ensuring a supportive and understanding environment.
  • Retention strategies: Committing to retaining valuable talent by fostering an inclusive workplace.
  • Personal insights

Addison Barnett, Director of Impact and Major Programmes at Inclusive Employers, shares his experience of managing Long COVID:

“Thanks to flexible working conditions, I’ve been able to manage my workload effectively while taking regular breaks. I’ve learned to pace myself and schedule time to pause and recharge after busy projects. Without this flexibility and understanding, returning to work would have been a significant challenge.”

We extend our gratitude to Lesley Walker, Trustee of Long Covid Scotland, for her invaluable insights and contributions to this content.

Upskill your line managers for inclusive leadership

Line managers play a pivotal role in creating inclusive work environments. Equip them with the knowledge and skills to manage inclusively, including supporting employees with chronic health conditions like Long COVID.

Fill in the form below to discuss inclusive leadership development for your organisation.