Long COVID’s impact on the workforce: A Q&A with Bishoy Rizkalla

As COVID-19 transmission continues, Long COVID is unfortunately here to stay. That leaves a big question for businesses: how will HR leaders address the illness’ impact on their employees and their business/?

Moderna’s VP of Long COVID, Bishoy Rizkalla, discusses what HR leaders can do to support employees through Long COVID.

What is Long COVID and how prevalent is it in the United States?

Long COVID is a condition in which symptoms related to COVID-19 persist for four weeks or longer after an initial infection. The condition remains a mystery in many ways – there is no cure, and we are only beginning to understand how people are affected.

However, what we do know is concerning: Long COVID has been associated with over 200 symptoms, often including extreme fatigue, respiratory issues, and brain fog. More than 65 million people worldwide, including 17 million Americans, are living with Long COVID. Moreover, nearly 1 in 4 adults who contract COVID-19 experience long-term symptoms. Even a mild case of COVID-19 can have long-lasting effects, with 90% of Long COVID patients initially experiencing only mild symptoms.

As COVID-19 transmission continues, unfortunately, Long COVID is here to stay.

 How does Long COVID impact an individual’s ability to work?

The physical and psychological symptoms associated with Long COVID can significantly impact one’s ability to work.

Approximately 1 in 5 individuals affected by Long COVID face such debilitating symptoms that they are unable to return to work. Individuals living with Long COVID have reported a wide range of mental health issues, including anxiety and depression. Moreover, cognitive difficulties such as brain fog, fatigue, and memory problems can make it difficult to complete basic tasks.

These effects not only impact an individual’s performance at work, but can also lead to feelings of decreased self-worth and isolation. Furthermore, the uncertainty about recovery, given the lack of treatment options, can also exacerbate all of these symptoms. 

What is the impact of Long COVID on the economy and workforce?

Long COVID continues to inflict a substantial toll on the economy and the workforce. Studies indicate that it leads to a staggering loss of nearly $200 billion in wages annually in the U.S., and one estimate says the cumulative economic impact could be up to $3.7 trillion.

Long COVID disproportionately impacts the heart of the workforce: nearly 20% of adults 30-49 years old in the U.S. have been affected by the condition. Overall, roughly 1 in 5 people with Long COVID are unable to work due to debilitating symptoms and mental health challenges.

Furthermore, Long COVID strains health care systems and increases costs. On average, workers 18 months post-infection have received more than 20 weeks of temporary disability benefits and about $29,000 in medical care. A February 2023 study found that excess medical costs were 46% higher for adults experiencing “post COVID conditions,” accounting for up to $308 million owed by private insurers.

Can you share some specific changes or accommodations HR leaders can implement to support employees with Long COVID?

Given the significant impact of Long COVID on workplaces, HR leaders play a crucial role in adapting to these new realities and supporting affected employees.

First, it’s essential for HR teams to acknowledge the emotional and physical burden of Long COVID and educate employees about the potential risks associated with contracting the disease. Incorporating COVID education into existing employee wellness initiatives is a great first step. Additionally, providing mental health support is crucial to help employees cope with psychological challenges, manage chronic symptoms, and improve their overall wellbeing.

Related: ‘Emergency’ or not, COVID still kills people: The new (employer) rules for staying safe

From a legal perspective, Long COVID may qualify as a disability under the Americans with Disabilities Act. Therefore, employers should be prepared to provide effective accommodations and support to employees affected by the condition. Employers should also review their existing procedures and consider developing policies, such as paid time off for employees experiencing Long COVID.

Given there is no treatment or cure, currently the best way to prevent Long COVID is to not get COVID. Another proactive measure HR leaders can take to help protect employees is to organize workplace flu and COVID-19 vaccine clinics. According to the National Institutes of Health, individuals who receive an updated COVID vaccine have a 70% reduced risk of contracting Long COVID. Workplace clinics offer a convenient way for employees to get vaccinated.

Navigating the challenges presented by Long COVID requires a multifaceted approach, including education, support, and proactive measures from both employers and employees. By raising awareness and implementing necessary accommodations, workplaces can help mitigate the impact of Long COVID on individuals and the economy as a whole.