Frank Simonds & Tori Harper
03 April 2025
39m 24s
Episode 4 - Working with chronic illness
00:00
39:24
Beyond the Blue Light Podcast
Show notes Ep 4
Managing chronic illness at work - You want to contribute to your organisation, but you develop a chronic health condition that negatively affects your attendance. We discuss HR, problems with the Bradford Score, and other issues connected with working when ill.
Bradford Score -
* Originally designed for use as part of the overall investigation and management of absenteeism. In contrast, if used as part of a very limited approach to address absence or by setting unrealistically low trigger scores it was considered short-sighted, unlikely to be successful and could lead to staff disaffection and grievances.
* The formula does not consider certain disabilities which may result in short term absences, such as epilepsy and asthma, or serious but recoverable illnesses such as cancer.[6]
* Does not account for autoimmune diseases in which the occurrence of bouts of illness can be unpredictable.[2] The use of the Bradford Factor often provokes heated debate.[7]
* Unison argues that the Bradford Factor tends to encourage presenteeism, with workers fearing disciplinary action coming to work with transmissible illnesses and risking spreading disease to others.[8]
https://www.unison.org.uk/content/uploads/2014/09/TowebFact-Sheet-on-the-Bradford-Factor2.pdf
* There are alternative employee absence measurements such as the ‘Lost Time Rate’ and the ‘Frequency Rate’, or a consolidated approach that combines all three measurements.
* All methods can be applied with the assumption that employees are deliberately trying to take sickees or duvet days, or they can be used as a useful tool to indicate when certain employees need extra support. Ultimately, it’s all about context of application.
Managing chronic illness
1. Understand Your Condition
To manage a chronic mental illness, you need to know as much as possible about it. Research the symptoms, causes, risk factors, and treatments so you can communicate clearly with your healthcare team and make informed decisions. Knowledge is power. Understanding your illness is the first step to getting it under your control.
2. Create a Strong Support Network
It’s easy to feel all alone when living with a chronic mental illness, so building a strong support system is essential. A support system can be comprised of family, friends, and support groups, either in person or online. Having people you trust in your corner allows you to do things that might be hard to accomplish on your own. A support network can also provide accountability and encouragement when times get tough.
3. Reduce Stress
Because stress can worsen the symptoms of any chronic disease, it’s necessary to lower your stress levels. Spending time in nature, deep breathing, mindfulness meditation, yoga, or other forms of physical exercise are healthy ways to cope with stress.
4. Do Therapy
Talk therapy and somatic therapy (body-based approaches such as yoga therapy or EMDR) can help you understand your thought patterns and behaviors. Therapy can also help you develop healthy ways of managing your symptoms. Ongoing treatment from a trained mental health provider assists individuals with chronic mental illnesses to feel a greater sense of self-efficacy. It also enhances their overall quality of life.
5. Explore Medication
Medication such as antidepressants or mood stabilizers can play a useful role in managing chronic illnesses. Medication is often used in combination with talk therapy or brain stimulation therapies. Because medication affects people in different ways, it’s important to work with a mental health provider to create a treatment plan that supports your overall health. Additional support in the form of support groups, cognitive behavioral therapy, or social skills training may be necessary.
6. Limit Alcohol and Caffeine
People sometimes use alcohol to cope with anxiety and depression, but excessive drinking typically makes symptoms worse. Drinking caffeine close to bedtime can disturb the sleep/wake cycle, which is also detrimental to well-being. For people with depression or bipolar disorder, a consistent sleep schedule is important to prevent depressive or manic episodes. And limiting alcohol and caffeine intake helps keep mood and energy stable.
7. Focus on the Good Things
The challenges of living with a chronic mental illness can be draining. However, it’s still important to find ways to focus on what’s working in your life. Even shifting your language from the negative (what you “can’t” do) to the affirmative (what you “can” do) can help reframe your perspective on living with a chronic condition. Expressing gratitude, celebrating your accomplishments, and surrounding yourself with optimistic people are other ways to stay positive.
8. Practice Self-Compassion
It’s easy to fall into self-blame when you’re living with a chronic mental illness. Instead of comparing yourself to others and feeling inadequate, try treating yourself with acceptance. You might say, “I’m feeling lethargic today. It’s not reasonable to expect myself to go to the party when I’m this tired, and that’s okay.” The less pressure you put on yourself to be perfect, the easier it is to manage the ups and downs of your condition.
9. Identify What Gives You Meaning and Purpose
Knowing what gives your life meaning and purpose can be hugely helpful when managing a chronic mental health condition. Some people find a sense of meaning and purpose in their work. Others might find it through volunteering, religion, spirituality, family life, or an intimate relationship. Identify what enriches your life and invest your energy there.
10. Seek Joy
Living with a chronic mental illness can be debilitating at times. That means it’s even more important to find ways to experience joy. Whether you enjoy the beach, dancing, or watching your favorite show, make time to do what makes you happy. Don’t wait until you feel well before treating yourself to pleasure. Doing things you enjoy increases the likelihood of feeling better.
While mental health conditions are a sensitive and personal issue – like any health problem – most people prefer honest and open enquiries over reluctance to address the issue. Shying away from the subject can perpetuate fear of stigma and increase feelings of anxiety. Often employees will not feel confident in speaking up, so a manager making the first move to open up a dialogue can be really helpful. It’s important that managers don’t make any assumptions, though.
Regular catch-ups or supervisions are an opportunity to start the conversation, which should always be in a private, confidential setting where the employee feels equal and at ease. Questions should be simple, open and non-judgemental to give the employee ample opportunity to explain the situation and their feelings in their own words. If there are specific grounds for concern, such as impaired performance, it’s important to sensitively address these at an early stage, but in all cases people should be treated in the same way as someone with a physical health condition – a good starting point is asking how they are.
Questions to ask
- How are you doing at the moment?
- You seem to be a bit down/upset/under pressure/frustrated/angry. Is everything okay?
- I’ve noticed you’ve been arriving late recently and I wondered if you’re okay.
- I’ve noticed the reports are late when they usually are not. Is everything okay?
- Is there anything I can do to help?
- What would you like to happen? How?
- What support do you think might help?
- Have you spoken to your GP or looked for help anywhere else?
Questions to avoid
- You’re clearly struggling. What’s up?
- Why can’t you just get your act together?
- What do you expect me to do about it?
- Your performance is really unacceptable right now – what’s going on?
- Everyone else is in the same boat and they’re okay. Why aren’t you?
- Who do you expect to pick up all the work that you can’t manage?
Managers should explore how to address any difficulties which are work-related if an employee shares concerns about their mental health. Encourage the employee to see their doctor as a first step and ensure they’re aware of any support available. This could either be from the organisation, for example a confidential employee assistance helpline, or from credible external sources.
Employers need to communicate clearly through policies on stress management and/or mental health that anyone experiencing challenges with their mental health will be supported. Employers need to signpost what help is available.
Insight Timer App - https://insighttimer.com/
How anti-depressents alter your perception of reality: https://www.facebook.com/watch/?v=1156023835623308