The  “U.S. Employee Perspectives on Managing Chronic Conditions in the Workplace” poll by the Harvard T.H. Chan School of Public Health and the de Beaumont Foundation found that 58% of U.S. employees report having a physical chronic health condition such as hypertension, heart disease, diabetes or asthma. Among them, 76% need to manage their condition during work hours, yet 60% have never formally disclosed their health issues to their employer.

This lack of disclosure can create issues for both the employer and worker, affecting productivity, job satisfaction and overall workplace well-being.

Implications

Each year, chronic conditions account for $1.1 trillion in health care costs and $2.6 trillion in lost productivity, including $36.4 billion in employee absences, according to Kaiser Permanente.

Employees with chronic health conditions may be keeping mum for a variety of reasons, including:

• Fear of stigma,
• Concerns about missed work opportunities, and
• Negative performance reviews.

As a result, employees are forced to make difficult choices:

• 36% have skipped medical appointments or delayed care to avoid interfering with their job.
• 49% felt unable to take time off or even a break despite needing one for their health.
• 33% reported missing out on additional work hours or projects due to their condition.
• 25% believe they have been passed over for a promotion because of their health issues.

Unaddressed chronic health conditions contribute to:

• Absenteeism,
• Decreased performance, and
• Increased turnover.

Beyond managing their own health, many employees also care for family members with chronic conditions. One-third of workers have had to help a family member with a chronic illness in the past year, and 45% of those caregivers needed to do so during work hours.

The case for employer support

In a tight labor market, businesses that take proactive steps to support employees with chronic conditions can maintain a healthy workforce and gain a competitive advantage.

A minority of employees feel their workplaces are supportive of their needs:

• 44% say their employer is very supportive of allowing breaks or paid leave.
• 37% report strong employer support for flexible scheduling.
• Only 27% say their employer is very supportive of remote work, even when the job allows for it.

How employers can help

According to the Centers for Disease Control and Prevention, many chronic conditions are linked to modifiable behaviors, including:

• Tobacco use and secondhand smoke exposure,
• Poor diet, including high sodium and saturated fat intake with low fruit and vegetable consumption,
• Not being physically active, and
• Excessive alcohol consumption.

Here are several ways for employers to support staff with chronic conditions:

Promote open dialogue—Create a culture where employees feel safe discussing their health needs confidentially. Help them access necessary accommodations without fear of judgment or career repercussions.

Encourage regular testing and doctor’s visits—Encourage your staff to take advantage of their health plans’ benefits, like annual blood work and health exams, and to follow physician-recommended regimens.

Offer flexible scheduling and remote work options—Allow employees to adjust their schedules or work from home when needed. This can help them manage medical appointments and symptoms more effectively.

Improve paid leave policies—Provide paid leave to help employees address their own or their family’s health needs.

Promote wellness programs—Offer resources such as health coaching, on-site screenings and wellness incentives that encourage employees to prioritize their health. Offer programs focused on tobacco- and alcohol-cessation programs.

Train managers to support employees with chronic conditions—Educate supervisors about chronic illnesses and workplace accommodations to help create a more inclusive and understanding environment.