Sickness Absence Due To Long Covid: Practical Considerations For Employers

As the threat of COVID-19 has reduced in recent months, its effects can still be seen in cases of those suffering from long covid and those who are considered clinically vulnerable. Managing sickness absence in this regard has become more complex for employers over the last 2 years, this article provides an overview of useful guidance.

 

Long Covid is a term that is used to describe the persistence of symptoms attributed to COVID-19 that continue for more than 12 weeks. The symptoms are vast and can affect people physically, mentally, or both. Long covid is a new and complex illness, therefore, there is a lack of understanding medically regarding the effects and the timeline of recovery at this point. Long Covid has the potential to be recognised as a disability where it has caused a long-term substantial impact on a person’s ability to do day-to-day activities. It is likely to meet the definition of the ‘long term’ where the illness has lasted or is anticipated to last 12 months. A

 

According to CIPD’s 2022 Health and Wellbeing at Work Report, 67% of organisations reported COVID-19 among their top three causes of short-term absence. Nearly half of organisations (46%) have had employees experiencing long COVID symptoms, lasting 12 weeks or more. Long COVID is reported as one of the top causes of long term absence by 26% of organisations. Businesses managing the return to work of an employee who is suffering from long Covid need to ensure that they carry out a thorough return to work with regular reviews to ensure that the employee has a safe and controlled return to work. Managers should ensure they have full visibility of workloads and that they put control measures in place where necessary with a consultation. While long covid is a new illness with effects and prognosis not fully known, it may be worth referring to Occupational Health for further advice and guidance.

 

Clinically Vulnerable is a term that became commonplace throughout the coronavirus pandemic. It refers to people who may be at a higher risk of becoming seriously ill with covid-19. When a business employs an employee that is in this category, it is important that while we navigate ‘back to normal’ or to a ‘new normal’ that consideration is given to this grouping and additional steps are taken to ensure they feel safe. This could include conducting a risk assessment with them or having a general conversation on how they are feeling within the workplace. It may be reassuring for them to have guidance on any covid prevention policies the company continues to abide by if any.

 

Covid-19 led to an unprecedented increase in Homeworking due to the immediate need for safety. Many businesses have opted to move to a remote-first business or to operate a hybrid policy. Where an employee is not physically onsite, it can require more attention in managing a return to work from sickness or current sickness absence. Employees may engage in work when they are not fit to do so when they are home-based or may not convey the full scope of their abilities. There is a reliance on the employee to provide an honest portrayal of their health and abilities and a responsibility on the line manager to review.

 

Managing Sickness Absence Practical Considerations

Employees suffering from long covid or who are clinically vulnerable may require additional support outside of your current absence management policy. Employers need to review these policies and keep up to date on further methods of support that can be offered to employees. A ‘one size fits all’ approach is not ideal and employers should bespoke to the needs of the individuals.

 

How Can Think People Help?

Think People can provide employers with advice and support when it comes to supporting a return to work following sick leave or managing a long-term sickness absence case. Think People can also review or draft policies on absence management. If you would like more information, contact us at enquiries@thinkpeople.co.uk or by calling 02890 310450 (ROI – 00353 1969 7865).

You can also register for our free interactive seminar on Managing Sickness Absence In The Workplace holding on Thursday 23rd June (10 am to 11 am). This practical session presented by Patricia Rooney, Partner and Employment Lawyer at Tughans Solicitors and Ruth Curran, Senior HR Consultant at Think People will provide you with a space to challenge your current dilemmas, hear what other HR practitioners from a variety of industries and sectors are doing differently to tackle the problem and finally, develop your confidence to manage both short and long term workplace absence. Register for the seminar HERE.