How can employers support staff with long-term sickness?

In the UK, over 2.8 million working-age people (aged 16–64) are economically inactive due to long-term sickness, representing around 7% of the working-age population (ONS).

This group includes people living with a wide range of conditions, including diabetes, epilepsy, cancer, arthritis, musculoskeletal disorders, respiratory conditions like asthma, and mental health issues such as depression and anxiety, to name just a few. Many of these individuals experience multiple, overlapping health challenges, with nearly two-fifths reporting five or more health conditions (ONS).

For managers and HR professionals, these statistics highlight the importance of proactive support strategies to help employees manage their conditions, so they can stay in work, well and performing at their best.

Make a referral to occupational health

When an employee is struggling with long-term sickness, a management referral to occupational health should be the first port of call.

These referrals allow managers to gain a clearer understanding of how a condition is affecting the employee’s ability to work and what support may be required. The outcome of a referral can guide appropriate reasonable adjustments at work, help shape a safe and sustainable return to work plan and give employees reassurance that their needs are being addressed fairly and professionally. If an employee is significantly unwell and unable to continue in their role, it can also help identify whether ill-health retirement may be the best course of action.

For managers and HR, referrals are an essential tool for making informed decisions that balance business requirements with employee wellbeing.

Prioritise strong return to work planning

If an employee has been off for a while, a structured return to work plan is critical for a smooth, sustainable reintegration. The first step is often a management referral to occupational health, which provides expert advice on an employee’s condition, along with recommendations on any support required. This ensures the plan is tailored appropriately from the outset.

Key elements then include:

• A phased return to gradually resume normal duties
• Regular progress reviews to adapt plans if symptoms fluctuate
• Collaboration between the employee, manager and occupational health professionals
• Flexibility to adjust responsibilities or hours as needed

Implement reasonable adjustments

Employees living with chronic conditions often benefit from reasonable adjustments at work, and an occupational health assessment (i.e. a management referral) can help identify the most appropriate adjustments for them.

These could include adapting working hours, providing specialist equipment, modifying responsibilities, or allowing more frequent breaks.

Adjustments should always be tailored to the individual, ideally with guidance from occupational health, to ensure employees can continue making a valuable contribution while feeling supported and valued.

Consider flexible working arrangements

Flexibility is key to supporting staff with long-term sickness. Options such as hybrid working, staggered start and finish times, or a phased return can help employees manage appointments, fluctuating symptoms, or fatigue without feeling penalised. Flexible working demonstrates that the organisation respects and trusts its employees, which can also positively impact morale and staff retention.

Take an empathetic approach

A compassionate approach can make a huge difference to employees who are struggling with their health. Employees with long-term health conditions may already face uncertainty, stress or frustration due to their illness, and worrying about work is an added pressure they don’t need.

Regular check-ins, open communication and a non-judgemental attitude from managers and HR will help employees feel understood, valued and reassured that their health and wellbeing are a priority.

Signpost your Employee Assistance Programme (EAP)

Long-term sickness can often have an impact on a person’s mental health as well as their physical wellbeing. EAPs are a great solution, providing confidential access to counselling, financial guidance and other specialised wellbeing advice. These services can offer valuable support for employees navigating the wider challenges of managing a chronic condition.