Long COVID is having a huge impact on the personal and professional lives of many Australians. The road to recovery can be made easier for workers when their employers show compassion and care towards the situation.
The high rates of COVID infection means thousands of Australian workers will suffer from long COVID, impacting their ability to work. It’s estimated that up to 30% of people infected with COVID-19 will develop long COVID. Employers can take action to help ease the burden of long COVID for their workforces.
What is Long COVID?
Long COVID, also known as post COVID-19 condition, is when a person has symptoms for more than 12 weeks after infection began. Symptoms may include fatigue, heart palpitations, chest pain, shortness of breath, joint and muscle pain, changed taste or smell senses and poor memory or concentration. A person may experience one symptom or multiple symptoms. Some long COVID sufferers have organ damage from the virus, while others don’t.
Impact of Long COVID on the Ability to Work
Some of the symptoms of long COVID can make working difficult. Many people experience fatigue or tiredness while recovering from COVID, and for some, that continues long after testing negative. Heart and lung problems can reduce a person’s capacity to work, even talking to colleagues and clients can be a struggle. Brain fog and a lack of concentration can impact most job roles.
One of the most concerning impacts is the link between long COVID and chronic fatigue syndrome (CFS) and myalgic encephalomyelitis (ME). Sufferers of these illnesses often struggle to do simple daily tasks like having a shower, let alone doing any form of paid work, and can be housebound for long periods.
There are treatments available for some long COVID symptoms, but there are no known cures for long COVID.
What Employers Can Do to Assist Employees with Long COVID
It’s important that human resources staff and managers do what they can to support staff while on extended sick leave in order to make returning to work easier. Support can also help retain staff who may otherwise resign due to their health concerns with long COVID.
Stay in Contact with Workers While Sick
It’s important that workers feel supported while on sick leave. Having someone from human resources or their team check in regularly to see how they’re going can make their recovery a little easier. Some employees may have few family members or friends, and going to work each day may be one of their only real support networks.
When someone is unwell for an extended time, they can become depressed or anxious. Not knowing how long their recovery will take and how much paid leave they have can contribute to their anxiety. Being away from work for an extended time can be stressful. Keep in regular contact so you can answer any questions and give them an update to help relieve some of the stress or anxiety they may be feeling.
Work from Home Where Possible
Commuting to the workplace takes time and energy. When a person has reduced energy levels, they can feel exhausted getting themselves dressed and commuting to work. They are spent before they even arrive at the office. If their role allows, employers can suggest employees work from home once they’re well enough to resume working. This allows workers to conserve energy that can be spent working rather than commuting.
Reduced Hours
Work, whether it’s sedentary or physically demanding, can be tiring even when we’re fighting fit. After a bout of COVID, a normal shift can be too much for some. Employers can make the return to work easier by offering staff to reduce their workday to a few hours while they build up their stamina.
People who experience brain fog or a lack of concentration may struggle to work as they did prior to COVID. They may need more simple or shorter tasks and take breaks more regularly to help with concentration when they return to work.
Change the Role
For a worker who has had heart-related symptoms or tiredness, they may not be able to do physical tasks when they return to work. If possible, ask the employee if they would like their role altered so it’s less physically demanding. This may allow an employee to return to work sooner and build up their stamina again.
Allow Access to All Leave Entitlements
Many employees won’t have enough sick leave to cover their recovery from COVID-19. Staff may need to use all of their sick, annual and long service leave entitlements, while others will need leave without pay when they can’t return. Allowing staff to come back at part-time hours can be a financial lifeline.
Workers Compensation Claims
Some workers will be able to make a workers compensation claim after contracting COVID-19, but they need to be able to show that the infection occurred during the course of employment and work activities. Proving how you contracted a highly transmissible virus like COVID-19 can be difficult.
In some states of Australia, it’s easier than others. In 2020, the NSW Parliament passed an amendment to the Workers Compensation Act that makes it easier for some types of employment to make a COVID-related claim. People working in retail, healthcare, emergency services, cleaning, entertainment, construction, hospitality, childcare, and aged care industries, for example, may be presumed to have contracted the virus at work and while working.
Recommend the EAP Service
Poor physical health can lead to stress and psychological symptoms in a short period of time. Remind staff that counselling and support is available free of charge through their Employee Assistance Program if there is one available through your organisation.
If not, workplace health and wellbeing programs are a great way to invest in your most valuable resource - your people. Show your employees that you care and encourage them to take their health and wellbeing seriously with a program designed for your organisation. Contact us online or call 1800 258 487 today to discuss your options.
