Employers must accommodate long COVID sufferers returning to work
As a best practice, encourage trial accommodations rather than leave as the first line of action.
We may be enjoying a night out with friends, or sitting in a large audience enjoying the show, but COVID, especially the long form version of it, is still with us. Some estimates, such as from the General Accounting Office, puts that number at 23 million. The term “long COVID” generally means people who have experienced the disease for more than five weeks.
Employers are often on the frontlines of these issues seeing the profound effects this can have on families, work absence, third-party administrators payers, and the health care system as a whole.
There’s no question that long COVID cuts into productivity, as well. The Disability Management Employer Coalition’s (DMEC) white paper, Long COVID: Assessing and Managing Workforce Impact, explains that the CDC found 1 in 4 adults with long COVID reported significant limitations on day-to-day activities. According to a summary of that report, “the number jumps closer to 40% for respondents who are Black, Latino, or disabled — three groups that shouldered outsized burdens throughout the pandemic.” This can have an even greater effect on morale, the time it takes to complete tasks, inability to perform routine tasks, sensitivity to light and noise, and possible frustration and anger on the job.
To meet these challenges employers can:
- Support employees’ by revisiting existing policies and addressing challenges through organization-wide education about long COVID.
- Communicate with managers, supervisors and senior leaders on the importance of choosing to return to work over leave.
- Assist employees with mental health support such as providing accommodations for employees with “brain fog,” depression, anxiety or other issues.
- Other accommodations could include flexible scheduling, scooters, LED light filters, rest breaks etc.
Related: The cost of long COVID to employers is skyrocketing
DMEC says that this can be a difficult situation. However, if the organization’s underlying goal is keeping employees at work, there are options. As a best practice, encourage trial accommodations rather than leave as the first line of action.