Physical health at work
Physical or long-term health conditions that impact work, study and everyday life can be challenging, affecting the way you feel and process information. Personalised assessments and coaching can help you understand yourself, validate your experiences, and thrive at work. Below are some common questions on physical and long-term health conditions.
What is a physical or long-term health condition?
A physical or long-term health condition is a condition that negatively affects one or more parts of your body and needs to be managed over a long period, sometimes for the rest of your life. There are often no ‘cures’ for physical or long-term health conditions, but many of them can be managed with the right treatment, including medication, physical therapy and psychological therapy (like talking to a counsellor or doing group cognitive behavioural therapy (CBT).
Examples of physical or long-term health conditions in the UK
- Diabetes
- Autoimmune disorders (like celiac or Crohn’s disease)
- Chronic back pain (like herniated discs or spinal stenosis)
- Chronic neurological conditions (like multiple sclerosis)
- Chronic pain (like chronic fatigue syndrome or fibromyalgia)
- Post-COVID-19 syndrome (also called long COVID)
- Irritable bowel syndrome (IBS)
- Endometriosis
Some physical or long-term health conditions are visible to others, and some are non-visible, or not immediately obvious to others. Sometimes a condition might be visible at times, and non-visible other times (like when a person may use a mobility aid for some journeys, but not others).
People with a non-visible physical or long-term health condition may find it difficult to access the support that they need, because of stereotypes about disability only referring to wheelchair users or older people. But even small changes to aspects of work and learning like flexible hours, remote work, task prioritisation and more time for deadlines can make a significant difference to a person’s productivity and wellbeing.
How does your physical health affect work and learning?
Physical and long-term health conditions don’t just have an impact on certain areas of the body. They can also affect the way we feel and process information. They particularly affect:
- Working and long-term memory
- Communication
- Attention and focus
- Fatigue and energy levels
- Stress levels
- Mood and self-esteem
If a condition involves regular experiences of pain, it is also much harder for someone to focus and remember information when working or learning. All of these functions are necessary for working and learning, so it is important that have support for their physical health at work.
Diagnosing physical and long-term health conditions that impact work
How are physical and long-term health conditions diagnosed?
Physical and long-term health conditions that impact work are diagnosed by medical professionals. The first person you should contact is your GP, who will talk to you about your symptoms and may refer you to a doctor who specialises in your condition.
Are physical and long-term health conditions considered disabilities?
Under the UK’s Equality Act 2010, a disability is a “physical or mental health condition that has a ‘substantial’ and ‘long-term’ effect on your ability to do normal daily activities. This can include activities inside and outside your home, including preparing for and getting to work and performing the duties of your job.
The definition of ‘long-term’ or ‘chronic’ in healthcare settings may differ from the definition of ‘long-term’ under the Equality Act. For example, chronic low back pain is low back pain that continues without a known cause, or after causes (like injuries) have been treated, for more than 12 weeks. But under the Equality Act, a physical health condition is only considered a disability if it has been present for more than 12 months. The exceptions to this rule are being diagnosed with HIV infection, cancer or multiple sclerosis – after your diagnosis, you are immediately considered disabled.
Some people with physical or long-term health conditions may worry about being associated with the words ‘disability’ or ‘disabled’. They might feel they do not want to take up resources or attention from people with more visible physical disabilities. They might also feel shame due to social stigma around disabled people and disability.
Many long-term health conditions that impact work are referred to as non-visible disabilities. This is because other people may not be able to tell that someone has the condition just by looking at them. Some people with long-term health conditions might feel frustrated that the significant impact their disability has on their life isn’t seen or recognised by others because it’s not as obvious as more visible physical disabilities.
Everyone has the right to refer to themselves in ways that feel right to them, to have their experiences validated, and to have reasonable adjustments that ensure they are not substantially disadvantaged as a result of their disability. It is also important to understand that accepting your disability does not mean other Disabled people will lose support, and it doesn’t mean you are admitting to being less capable than non-disabled people.
The social model of disability recognises that people are disabled because of social barriers they face. In other words, if a disabled person has difficulty with something, it is because society has not provided the right solution for them yet. That could be ramp access to a building, flexible working, or it could be educating people (including employers) about how physical and health conditions can affect a person’s ability to work and how their needs can be accommodated.
People with a physical or long-term health condition can excel in work and learning when they are receiving effective healthcare treatment, but there may still be times when symptoms get worse or become more difficult to manage. In these times, reasonable adjustments based on individual needs can make a significant difference. Aim Forward offers workplace needs assessments that explore the impact of your physical health at work, creating personalised strategies that can be considered as potential reasonable adjustments to help you thrive in your role at work.
Is the menopause considered a disability under the UK Equality Act 2010?
Menopause refers to when periods stop because the ovaries are no longer producing eggs, and as a result, the levels of certain hormones decrease – oestrogen, progesterone and testosterone. Lower levels of these hormones lead to the negative symptoms of menopause. Menopause usually affects women between the ages of 45 to 55, and in some cases, it can start before 45 (referred to as early menopause).
For some women, the symptoms and effects of menopause can be long-term and affect them significantly. Symptoms like severe hot flashes, night sweats, mood disturbances and cognitive difficulties can impact a person’s ability to carry out daily activities and perform at work or in higher education. Despite this, menopause is not a specific protected characteristic under the Equality Act 2010.
Although the Equality Act 2010 does not make specific references to menopause, employers do have a legal obligation to consider reasonable adjustments to accommodate employees with other related protected characteristics under the Equality Act 2010, such as:
- Age
- Disability
- Gender reassignment (more commonly referred to now as gender affirmation)
- Sex
ACAS is an independent public body that works to improve workplace relationships: they have produced a useful guide for both employees and employers about managing menopause at work, including advice for women who feel they are facing discrimination as a result of their symptoms.
The increase in discussion about menopause is important because as many as 45% of women report that it takes multiple GP appointments to get diagnosed with menopause or perimenopause (the transitional period before menopause). Without a diagnosis, some treatments such as hormone replacement therapy (HRT) cannot be accessed, making it more difficult to manage symptoms. Not everyone living through menopause will experience the same symptoms in the same way, but without the right treatment and support, even mild and moderate symptoms can disrupt work and everyday life.
If you are an employee looking to explore reasonable adjustments for your menopause or perimenopause symptoms, or you’re an employer who wants to support employees through menopause, we offer needs assessments. A workplace needs assessment with Aim Forward can help identify areas where reasonable adjustments are needed at work, create personalised strategies and recommend assistive technologies.
Getting support for physical health at work
We offer support for organisations looking to put workplace needs assessments and reasonable adjustments for their employees. Our expert-led services take the pressure off managers and HR, whilst meeting legal obligations and improving retention, wellbeing and performance
We can offer:
- Consultancy
- Training
- Workplace Needs Assessments
- Coaching
Our expert support and guidance isn’t a one-size fits all approach, and we have a range of options and packages which can be tailored to your organisation, to support your employees neurodivergence, mental and physical health at work.
What is a workplace needs assessment physical health at work?
If an employee has a physical or long-term health condition that impacts them at work, they should contact their GP first. They will talk to them about their symptoms and may refer them to a doctor who specialises in their condition.
If they have already consulted their GP and are receiving treatment for their condition, but still experience impacts due to their physical health at work, a workplace needs assessment might help bridge that gap.
At Aim Forward, we provide private workplace needs assessments that can explore where employees excel and where they may need more support at work.
The workplace needs assessment report can be incredibly helpful when deciding on potential reasonable adjustments to support an employee’s physical health at work. It clearly explains the areas impacted by an employee’s physical or long-term health condition, and the practical solutions can be put in place as potential reasonable adjustments to support their physical health at work.
What happens during a needs assessment for a physical or long-term health condition?
In a workplace needs assessment with Aim Forward, the employee will work with an experienced assessor to understand how their physical or long-term health condition is impacting their work, study and everyday life. Together, they will create personalised strategies and practical solutions to help them overcome potential barriers associated with their physical or long-term health condition and thrive in their role at work.
After the workplace needs assessment, Aim Forward can provide coaching to support your employee in building lasting habits, helping them adapt and refine their strategies based on what works for them.
How do I get a workplace needs assessment to support physical health at work?
To get a workplace needs assessment for a physical or long-term health condition with Aim Forward, you simply have to book an appointment with our friendly support team. You do not need to meet specific requirements or show us evidence before you book.
After booking the assessment, we will send your employee a background questionnaire to complete – this helps give our assessors a big picture of key aspects of their life, which might relate to their physical or long-term health condition. This includes medical history, experiences in working and learning and anything you know you have difficulties with.
Who can request a workplace needs assessment to support physical health at work?
Anyone over the age of 16 who has a physical or long-term health condition can have a workplace needs assessment with Aim Forward. You do not need to have a formal diagnosis to have a workplace needs assessment.
We cannot diagnose physical or long-term health conditions, but we can work with the employee to create personalised strategies and recommend assistive technologies for learning and working their way.
How much does a workplace needs assessment cost?
How long does a workplace needs assessment to support physical health at work cost?
A workplace needs assessment with Aim Forward usually takes between 1.5 to 2 hours, but the employee can take breaks whenever they need them. During the needs assessment, they will work with one of our friendly, experienced assessors to understand how their physical or long-term health condition affects their work.
This is an informal meeting that the employee doesn’t need to prepare for, and doesn’t involve any testing. All they need to expect is a structured discussion that will help the assessor understand what strategies and practical solutions might be helpful for them.
What are the benefits of a workplace needs assessment for a physical or long-term health condition?
Ensuring employees and line managers understand how they work best and have personalised strategies to support them can have a lasting, positive impact on employees’ experiences and wellbeing in the workplace.
For over 10+ years, we have seen workplace needs assessments transform the way people with physical or long-term health conditions can excel in their studies, work and everyday life, and clients have reported increased:
- Wellbeing
- Productivity
- Career opportunities
- Grades
Our workplace needs assessors hold a variety of disability-specific qualifications, alongside decades of experience working with physical health conditions, mental health conditions and other disabilities, including lived experience. This puts us in a unique position to provide workplace needs assessments that recognise co-occurring conditions (where you experience more than one condition at the same time).
Over 20% of our workplace needs assessment clients have two or more formally diagnosed conditions, but many more experience undiagnosed traits or symptoms. For example, an employee may have a diagnosis of chronic back pain, but also be experiencing symptoms of anxiety and depression. Our needs assessments focus solely on the individual and their unique needs.
What is it like having a workplace needs assessment with Aim Foward?
If you’d like a personal perspective on what it’s like to work with us, one of our clients kindly agreed to share their experience: read it here.