Survey finds many employers not providing workplace accommodations
Nearly half (48%) of employees in the US had to take time off work to deal with "long COVID," according to a new report from workforce inclusion platform Inclusively.
Long COVID refers to the long-term effects of COVID-19 among individuals who had previously contracted the disease, according to the CDC. These effects include fatigue, memory issues, challenges with focusing on tasks, trouble breathing, fatigue, and dizziness.
Among employees, the survey of over 500 US workers also found that people dealing with long COVID also reported:
- having depression or anxiety (45%)
- not being able to work as many hours (39%)
- changing where they worked (31%)
Accommodation issues
Long COVID is a disability covered under the Americans with Disabilities Act (ADA), according to the US Department of Health and Human Services. However, Inclusively's latest report found that only 55% of employees at companies with over 1,000 staff reported knowing this, and 74% for companies with less than 1,000 employees.
The number of job seekers requiring workplace accommodations to manage a long COVID diagnosis is growing, according to Inclusively CEO Charlotte Dales.
But not all employers are very accommodating to employees with this condition, according to a previous study from Power, which revealed that only 55% of the respondents said their workplace accommodated employees with long COVID.
One in eight of long COVID-hit workers also got denied of their application for disability protections and benefits, according to the report.
Inclusively's study urges employers to implement the following actions to accommodate employees suffering from long COVID:
- Allow employees to work remotely.
- Offer extended or more frequent breaks.
- Adjust communication structures; for example, allow employees to attend fewer meetings or to move communications from in-office meetings to email and provide summaries.
- Allow employees to work flexible hours.
- Offer job sharing or providing support per workload.
- Provide regular one-ones with managers.
"It's also helpful to provide clear guidance on the organization's sick leave policy and to consider providing extended sick time for those suffering from long COVID," the report said. "Some organizations have chosen to provide financial support as well, especially to help cover unanticipated out-of-pocket medical costs."
Other key actions that employers could take include:
- acknowledging and raising awareness of long COVID as a covered health condition
- nurturing an environment where employees can safely communicate their long COVID condition
- ensuring long COVID is included in existing policies or create new policies to address it
