How employers can meet the needs of their employees affected by long COVID
Fourteen percent of the adult population reporting to have experienced or are currently experiencing long COVID's debilitating symptoms. And surprisingly, it is younger adults who are more at risk over older populations.
Long COVID has been at the forefront of workplace accommodation discussions, as millions of workers are suffering from the virus’s long-term symptoms that are yet to be fully understood. These symptoms include disruptive fatigue, brain fog, headaches, and dizziness for an average of 15 months after initial infection, according to a recent study conducted by Northwestern Medicine. The research also reveals that non-hospitalized COVID-19 “long haulers” were specifically susceptible to these symptoms.
The national estimate of those with long COVID is alarming, with 14% of the adult population reporting to have experienced or are currently experiencing its debilitating symptoms. And surprisingly, it is younger adults who are more at risk over older populations.
Examining work leave policies in COVID era
The climbing numbers suggest that we may see an uptick in the already high workforce exodus. Although 55% of workers claim their workplace accommodated employees experiencing long COVID symptoms, many are relying on sick days, vacation days, and medical leave. Existing work leave policies may not be sustainable in their current form, given the long-term physiological implications of long COVID. Employers could benefit from taking a closer look at workplace benefit programs and cultural practices to adapt to this changing environment.
Employers who adopt supportive policies for their employees may be able to minimize work shortages and retain their staff with compassion. As part of this policy review, companies also could benefit by evaluating their process of enacting reasonable accommodations for individuals with long COVID, in order to be successful.
Read more: How are long-COVID sufferers coping with work?
The tangent benefits of this approach include boosting their existing diversity and inclusion efforts for employees with disabilities. By hiring people with disabilities, companies increase retention rates, improve company morale, and outperform their competitors.
Understanding COVID’s impact on workers
One of the challenges for employers, however, is understanding how long COVID can affect employees. Many symptoms cannot be explained through traditional lab tests, which has led to some skepticism about employees who are experiencing symptoms. As COVID research evolves, along with people’s experiences during the illness, a consensus is building about the undeniable hindrances this virus has for the workplace.
Research on post-exertional malaise (PEM), which is the worsening of symptoms through minor physical or mental exertion following a chronic illness, highlights a burden on the productivity and quality of life of long COVID sufferers. The level of fatigue can be equivalent to chronic fatigue. This can be important for employers managing the return of workers after COVID illness, especially understanding how affected workers may need to pace themselves for a gradual readjustment to work life.
Prioritizing worker recovery in their return
It’s important to foster a work culture that encourages flexibility and prioritizes employee recovery. Companies can support their employees by considering accommodations that adapt to the new reality for workers affected by long COVID. This may include helping them transition into a different job role that’s more appropriate to their current abilities. For instance, those with temporary neurological problems, such as brain fog, may require retraining and/or extending deadlines.
Offering remote work options and revising leave policies to ease documentation requirements may also help employees keep up with work tasks at a comfortable speed. It’s also possible that a collaborative work environment may be more beneficial, as employers adapt, so that affected employees can better communicate their needs and receive support during absences. Team-based approaches also could help with tasks that require substantial memory recall.
Tracking COVID’s impact and disability
For many workers, their long COVID may have reached a point of severity leading them to apply for Social Security Disability Insurance (SSDI) benefits. The Social Security Administration began tracking COVID claims in 2020, and it will be important to monitor whether this condition adds to the rapid climb of backlogged cases. Individuals who receive SSDI and then reach a level of recovery to return to work can access the Ticket to Work (TTW) program to ensure financial security.
Under the TTW program, there is a trial work period that allows an employee to receive SSDI benefits, while testing their ability to work for nine total months regardless of income. This program allows individuals to access services that assist them in testing their ability to work, and adjust depending on their disability. To optimize the TTW transition, it is recommended that individuals seek help from an employment network to navigate the job hunt and protect their SSDI benefits.
Because long COVID can be considered a disability under the Americans with Disabilities Act (ADA), employees should not hold back on expressing their needs for accommodations with their employer. As the medical community and labor force navigate long COVID and its long-term implications for the economy, employers can proactively work to accommodate their employees and retain talent.
Employers who take a proactive approach are more likely to realize the opportunity for their workforce by appreciating the value of disability inclusion at this time of significant healthcare and economic change.
Diane Winiarski serves as Director of Allsup Employment Services (AES), a national SSA-authorized Employment Network (EN) and oversees AES experts providing specialized help to people with disabilities who are returning to work through the Social Security Administration’s Ticket to Work (TTW) program.