Long-term health conditions can have an impact on an individual’s productivity at work, and their ability to stay in work. However, this impact can be lessened when work is designed and managed in a supportive and flexible way. This guide aims to help line managers support employees who have a long-term health condition.
With the right support, most employees can continue to work and enjoy the benefits, such as improved financial wellbeing, social connections and a sense of identity and belonging.
Your organisation can also benefit from better attendance, work engagement and reduced staff turnover. For many people, small, practical changes can often make a significant difference to how they manage their health condition and their job.
Why do we need to manage and support employees with long-term health conditions?
Shared responsibility for supporting employees with long-term health conditions
How do I manage and support someone with a long-term health condition?
Practical advice and guiding principles for effective support
Practical guidance to effectively manage and support an employee’s return to work after long-term sickness absence
Practical guidance to effectively oversee and support an employee’s return to work after long-term sickness absence
Learn about the benefits of having a neuroinclusive and fair organisation and how to support neurodivergent people to be comfortable and successful at work
Advice on how organisations can manage hybrid working arrangements
Advice for line managers on supporting and enabling hybrid working