How to support people to return to work with Long Covid

A summary of a webinar for health professionals delivered in partnership with Affinity Health At Work

Supporting people to return to work following a protracted period of ill health, such as those suffering with long Covid, can be challenging. A coordinated approach by all involved, such as occupational health, HR, and NHS staff, can be beneficial. This recent webinar, a partnership between specialist rehabilitation provider Vitality360, and occupational psychology consultancy and research company, Affinity Health at Work, offers some pointers.

Long Covid symptoms & prevalence & a client case story

There is evidence that once an employee is off work and as this time extends, the likelihood of them being able to return is considerably reduced.  Therefore, it makes sense for all parties involved to support an individual through early intervention.  The prevalence of long Covid, with its range of debilitating symptoms such as fatigue, certainly presents a pressing challenge in this regard.

These symptoms are largely invisible, and combined with the proportion of employees who are now working from home, providing support can seem more complex. There is also a disparity between access to assessment and rehabilitation services, compounded by the new nature of this condition and corresponding limited knowledge about the projected length of time symptoms may continue.

As Beverly Knops, Specialist OT and Executive Manager of Vitality360 shares from her experience,

‘‘large numbers of clients are being referred to us who require specialist, coordinated support around managing their symptoms and their activity levels. There are some great online resources being developed but many people need help to personalise this guidance and put it into daily life."

One of the clients Beverly has worked with shares her story. Beverly says:

"It is great to see that with the appropriate interventions and support someone who has been debilitated by long Covid symptoms can return to work in a sustainable way."

Key principles for effective return to work

This condition affects multiple systems in the body, so as Jo Yarker of Affinity Health at Work says:

‘ …it requires a multi-modal approach in terms of intervention and support to reflect this.’  

Jo utilises their award-winning IGLOO model as a means to frame the aspects required for successful return to work interventions. A ‘whole systems’ approach is necessary at all these levels of the IGLOO, which can be a consciously created protective shield to safeguard wellbeing:

For example, at an individual level it is crucial that someone is supported to manage self-care and to create clear boundaries between work and leisure, especially when working remotely. This is then reflected in work practices such as prioritising tasks, managing workloads and taking appropriate breaks and so on.

At the leader level, this would involve:

“It is time that we move beyond trying to ‘fix the individual’ and look at how the whole system can help support returning workers. No amount of self-management and rehabilitation is going to help if your manager is unsupportive and your absence management policy does not accommodate fluctuating conditions.”

Some of the key learning outcomes that the delegates shared after the webinar included the importance of:

• Improved planning to help people back to work

• Understanding vocational rehab and layers involved

• Concentrating on putting good practices in at home as much as work

• Using the IGLOO systems approach when looking at returning to work

• Re-reading the NICE Covid Rapid Guidelines

• Considering the advice given to long Covid patients

• Being more ready to ask the "work question"

• Considering approaching employers to negotiate conditions other than policy

• Slowing down the pace of return to work

• Discussing with colleagues (eg physio, OT) pathways to support recovery

• Using a holistic approach

• Using a multi-practitioner supplier such as Vitality360 where possible to aid RTW

• Promoting a flexible approach to return to work, and plan for this

• Encouraging and perhaps facilitating early and open communication with employers

• Encouraging patients to keep in regular contact with their workplace

• Breaking down tasks into manageable/do-able/achievable and non-threatening tasks

• Increasing support given to colleague who continues to experience fatigue issues

• Ensuring employer and colleagues are aware of symptom complexity and the impact of the fluctuating nature on their work

• Open discussions with HR regarding processes to support employees

For further information on forthcoming partnership events/webinars and useful blogs and resources please visit Vitality360 and Affinity Health At Work and sign up for our mailing lists.