It is estimated that 60% of the world’s population is at work, with a third of this workforce dealing with chronic illnesses, caring for someone who does or both.
Chronic illnesses, including conditions like hypertension, diabetes, arthritis, or cancer recovery, are leading causes of disability and reduced workforce participation globally.
Employees living with such conditions often find themselves matching the demands of work with the challenges of their health, which can be a regular scuffle. This situation is further complicated by the interaction between chronic illness and mental health, which requires urgent attention from employers and policy-makers.
Understanding Chronic Illnesses and Their Impact
Chronic illnesses, also referred to as non-communicable diseases (NCDs), are a category of diseases that span a long duration and cannot be transmitted from person to person.
These conditions such as cancer, cardiovascular diseases, and chronic respiratory diseases, have multiple causes, including genetic, environmental, and lifestyle factors. While these illnesses may evolve slowly, they require ongoing management and can significantly impact daily life.
Employees who are managing chronic illnesses or caring for loved ones with these conditions often need special accommodations in the workplace to ensure that they can cope effectively. This need for accommodations can, in turn, affect workplace dynamics, job performance, and overall productivity.
The Bidirectional Relationship Between Chronic Illnesses and Mental Health
There is a significant relationship between chronic illnesses and mental health, one that is bidirectional. On one hand, employees with chronic conditions may face stigma, discrimination, and heightened levels of anxiety and depression, with studies showing that individuals with chronic illnesses are up to three times more likely to experience these mental health challenges compared to the general population.
On the other hand, poor mental health can exacerbate the symptoms of chronic illnesses, reduce adherence to treatment plans, and negatively impact job performance. Mental health issues can make managing chronic illness even more difficult, highlighting the importance of addressing both health concerns simultaneously in the workplace.
Impact of Life Stages on Health, Productivity, and Organizational Strategies
As employees progress through different life stages, their health challenges, workplace productivity, and organizational needs evolve. Understanding these transitions allows companies to implement targeted policies and support systems to maintain workforce efficiency and well-being. According to Carter and McGoldrick (1980), the family life cycle could be modeled into 6 stages.
In the emerging young adult stage (late teens to early 30s), employees face mental health stress, financial instability, and lifestyle-related health risks such as poor diet and sleep deprivation. Organizations experience high turnover, absenteeism, and increased training demands. To counteract these, companies can introduce career mentoring, wellness initiatives, and financial literacy programs to help young employees transition smoothly into the workforce.
As individuals establish families, the crystalizing phase (ages 25–40), and work-life balance become a major challenge. Employees may struggle with relationship stress, fertility issues, and the onset of chronic diseases like hypertension and obesity. Organizations must accommodate parental leave, flexible work arrangements, and wellness programs to maintain job satisfaction and retention while addressing the increased demand for family healthcare benefits.
When employees enter the parenting (transition) phase (30–50 years), their productivity may decline due to sleep deprivation, burnout, and caregiving responsibilities. Increased absenteeism, workplace injuries due to exhaustion, and rising healthcare costs become key concerns for employers. Solutions such as on-site childcare, health screenings, and parental coaching programs can help employees balance their personal and professional lives.
As employees navigate the adolescent family (forming) phase (40–55 years), they face midlife stress, mental health challenges, and chronic disease risks. Many seek career growth or financial stability for their children’s education, which can lead to job changes, lower engagement, and increased absenteeism. Employers can retain talent through leadership development, workplace counseling, and financial planning programs to support employees through this demanding period.
During the empty nest stage (50–65 years), employees may experience emotional distress, menopause-related health issues, and increased caregiving responsibilities for aging parents. Some may consider early retirement or career reinvention. Organizations should implement flexible work arrangements, elder care assistance, and upskilling opportunities to retain experienced workers while addressing their changing needs.
Finally, in later life and retirement (65+ years), employees face chronic illnesses, cognitive decline, and loss of purpose. Organizations must plan for succession management and knowledge transfer while supporting retirees through mentorship roles, phased retirement options, and financial literacy programs to ensure a smooth transition.
Employee Mental Health Policies: Rights and Challenges
In our recent discussions about employee well-being on the February edition of the KBTH webinar series, employment rights for individuals with mental health conditions have been a focal point.
Employers are legally obligated to provide support to employees managing mental health conditions and chronic illnesses, ensuring that they are not discriminated against and are moved to suitable roles when needed.
However, many companies remain unaware of these rights and fail to offer sufficient support or accommodations. Additionally, misconceptions surrounding the use of Employee Assistance Programs (EAPs) or mental health policies often prevent employees from accessing the help they need, leading to issues like job insecurity.
To better support employees, companies should raise awareness about the laws that protect individuals with mental health conditions, implement preventive wellness programs, and create clear policies that encourage employees to utilize available resources without fear of judgment or retaliation.
Preventive Measures and Corporate Well-Being Initiatives
Promoting employee well-being through preventive measures can have significant benefits for both individuals and the company as a whole.
Initiatives like health checks, wellness programs, and the use of wearable devices such as smartwatches can encourage healthy habits, prevent chronic conditions, and improve overall well-being.
Beyond physical health, companies should also promote mental well-being through lifestyle practices such as exercise, proper sleep, and healthy eating. By fostering a proactive approach to health, organizations can reduce the burden of chronic illnesses and mental health challenges in the workplace and reduce healthcare cost on the organisation.
Moreover, companies should utilize social media and other platforms to raise awareness about health issues and encourage employees to adopt healthy habits. However, organizations must also prioritize providing clear, accessible information on these topics to ensure employees are well-informed and can easily integrate these practices into their lives.
The Role of Breaks and Rest Periods in Workplace Wellness
Adequate breaks and rest periods are crucial for maintaining both physical and mental health. Employers must recognize the importance of these breaks and create policies that allow employees to rest without fear of repercussions.
Unfortunately, in many corporate settings, employees are often expected to work long hours, which can lead to burnout and further exacerbate health conditions. Encouraging regular breaks, providing flexible work hours, and supporting mental health recovery during these periods can greatly enhance employee well-being and overall productivity.
Addressing Mental Health Stigma and Discrimination
Despite the growing recognition of mental health issues, employees often face significant stigma and discrimination when disclosing their mental health conditions.
A tragic example shared during our discussion highlighted the case of a 27-year-old employee who, after disclosing his mental health struggles, was not supported by HR and ultimately took his own life.
This incident underscores the urgent need for organizations to adopt confidential and supportive mental health policies. By ensuring employees feel comfortable disclosing their conditions, employers can create a safer and more inclusive work environment that prioritizes mental health alongside physical health.
Moreover, workplace policies must be sensitive and inclusive, offering support without judgment or the risk of negative consequences. This could include offering private mental health services, fostering awareness through training, and ensuring that all employees, regardless of their health status, feel valued and protected.
Conclusion: Creating a Supportive Work Environment
Managing mental health and chronic illnesses in the workplace requires a multi-faceted approach that prioritizes both physical and mental well-being.
Employers must implement comprehensive and clear policies to support employees living with chronic illnesses, foster awareness about mental health challenges, and ensure that there are no barriers to accessing necessary resources.
It is therefore important to manage both the visible and invisible aspects of health conditions at the workplace. By creating a more supportive and understanding environment, organizations can reduce the stigma associated with both chronic illnesses and mental health conditions, ultimately improving employee productivity, well-being, and retention.
Action Items for Employers
- Raise awareness about the laws and regulations that protect employees with mental health conditions and chronic illnesses.
- Encourage companies to implement wellness programs and preventive measures to promote healthier work environments, including anonymous health and wellbeing surveys to know the prevalence of chronic conditions in the workplace, any associated mental health challenges, current support system’s effectiveness, workplace barriers and stressors, stigma assessment and cultural barriers in the organisation.
- Foster better communication and transparency regarding mental health policies to ensure employees feel comfortable using available resources.
- Establish clear protocols for managing mental health conditions and chronic illnesses, with an emphasis on confidentiality and support.
By adopting these measures, companies can better support their workforce, improve overall well-being, and contribute to a more inclusive and productive workplace.
Authors:
Dr. Sheila Appiah-Pipim– Senior Specialist Psychiatrist, Lecturer (KBTH, UGMS)- Panelist
Dr. Ernest Anim-Opare- Family Physician, KBTH, Team Physician Ghana National Men’s U-20 team (KBTH)- Panelist
Dr. Seth Asafo– Clinical Psychologist, Lecturer (KBTH, UGMS, ACM)- Panelist
Hannah Adjei-Mensah– Cardiovascular Nurse, Occupational Health/Safety/Public Health, EAP Lead (KBTH)- Moderator
