Millions of workers are managing conditions like diabetes, hypertension, heart disease, and asthma, often without the support they need. When they struggle in silence, productivity drops, absenteeism rises, and health care costs climb. But without visibility into how your employees — and your business — are affected, you may be missing opportunities to provide support.

New research by the Harvard T.H. Chan School of Public Health and the de Beaumont Foundation sheds light on the impact of chronic conditions on workers and their employers.

These concerns are not unwarranted; employees report a number of negative job experiences as a result of their conditions, according to the new research.

If employees don't feel safe disclosing their health conditions, it's hard for leaders to support them — and that can lead to bigger problems for everyone. For instance, more than a third (36%) of employees with chronic conditions skip medical appointments or delay care to avoid missing work, which can lead to more severe health issues and costlier treatments down the line.

Fortunately, there are many tools at our disposal to support workers with chronic conditions. Here are some ways you can build a workplace culture where employees feel safe and supported to share their health challenges:

1. Create a Culture That Encourages Disclosure

Encourage openness and make sure employees feel comfortable discussing their health challenges by clearly communicating your commitment to protecting their rights under the Americans with Disabilities Act (ADA) and other nondiscrimination laws. Consider sharing this commitment via a written policy, employee onboarding, and ongoing communications. As a leader, you can affirm that managing health is not a weakness but an essential part of sustaining long-term job success. Train and empower other people leaders to lead compassionate conversations and refer employees to relevant support services and accommodations (see a full list at the Job Accommodation Network).

2. Proactively Learn About and Address Employee Needs

Don’t wait for employees to come forward with their needs — reach out to learn more. Consider including questions about chronic health conditions in your employee engagement surveys or pulse surveys. Review your current policies to ensure that all workers — whether they’ve disclosed a condition or not — have access to key benefits like paid time off, including paid FMLA and other extended sick leave, flexible work schedules, off-site work options, and affordable health care. Educating your team about these essential benefits can help everyone access care and support without requiring disclosure.

3. Design a Workplace Where Everyone Can Thrive

Investing in a work environment that supports the health of all employees is an important step in helping those with chronic conditions succeed. Simple changes, like offering regular breaks, providing ergonomic workstations, and improving air quality, can make a big difference. Using universal design principles can help you create a space where all employees — whether they’ve disclosed their condition or not — can do their best work.

4. Advocate for Better Benefits

Some chronic conditions require more extensive and dedicated support. For example, employees with migraine disorder often undergo a series of failed treatments before getting access to the right care — a frustrating and expensive journey. As a leader, you have the power to influence your company's benefits offerings. Ask for your health plan to include access to specialist care coverage, lower out-of-pocket costs, and access to patient advocacy resources. Take some time to learn which conditions your team members need more support with, and start a conversation with your benefits broker to discuss potential improvements.

5. Extend Support to Caregivers

Employees aren’t just managing chronic conditions for themselves. One-third of U.S. employees were responsible for helping family members with chronic conditions in the past year, with nearly half needing to do so during work hours. Of the caregivers who found it difficult to take the time they needed (37%), a quarter (25%) say they ultimately felt forced to reduce their work hours. With so many workers responsible for caring for loved ones at home, employers can’t afford to overlook this segment of their population. Check out AARP’s Checklist (page 19) for ideas on enhancing caregiver benefits.

Creating a more supportive and inclusive work environment for employees with chronic conditions ultimately helps all employees to succeed and feel valued, no matter what health challenges they may face.

For more ways to support employees with chronic conditions, check out HAA's Great Disrupters series, with tips on specific conditions such as migraine disease, musculoskeletal disorders, endometriosis, and autoimmune disorders. 

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Editorial Disclosure: The de Beaumont Foundation is a founding partner of the Health Action Alliance and provides funding that supports our work. We maintain full editorial control over our content.

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