How do I sensibly manage an illness in my workplace?
We all fall ill from time to time.
In some cases, an illness may not be detrimental to our long-term health or ability to work.
Some employees even go to work, despite being ill, if their symptoms are manageable.
Nevertheless, illnesses are an unfortunate part of life.
They can range in severity from taking a few days off, hospitalisation or even causing an individual to resign from their job.
Whatever the circumstances, managing illnesses appropriately is essential for every person involved in the organisation.
Both employees and employers have a crucial role to play to ensure they are well-managed to avoid spreading and infecting other persons.
How to manage illnesses in the workplace?
The methods a company employs to manage illnesses in the workplace largely depends on the diagnosis.
Some ailments such as Influenza (the common cold) or minor body aches normally do not require significant cautionary measures. Employees typically manage these ailments on their own with a routine trip to their doctor or a few days off.
For such cases, there is no a major cause of concern for the company or employee.
Other illnesses, such as Dengue Fever would mandate a few days off work, until that staff member has obtained a clean bill of health from their doctor.
Unfortunately, there are lifelong conditions, that could impact an employee’s performance, which may require certain concessions on the employer’s part.
Conditions such as Rheumatoid Arthritis or Osteoporosis can affect an employee’s mobility.
In such cases, companies may move their work stations to lower floors. This helps them to avoid using the staircases frequently.
Employees in such cases may also require time off to seek medical attention.
Finally, here are chronic illnesses, whereby an employee may take extended leave or even resign from their post, depending on the severity. A cancer diagnosis, or mental health issue depending on the stage and severity does require significant changes to a person’s professional life.
As such, managing illnesses effectively requires a proper diagnosis. This informs employees and employers what performance impacts are expected and which measures are necessary.
Have open and transparent communication
A common cold isn’t anything to publicise at work, unless you work in close proximity to colleagues and you want to ensure they take steps to avoid catching it.
However, if your diagnosis requires sick leave, whether short-term or long-term, this must be immediately communicated to your manager.
They may have to revise certain operations, allocate work to other team members or find a replacement for you.
Also, if your illness is highly contagious, your company should be timely informed to put measures in place to protect other staff members.
Finally, your Human Resources department should also be notified. This is not only to update your employee records but to discuss insurance coverage under your company’s health plan.
You would also need to discuss with HR to what extent the company can accommodate you, in terms of your work arrangements and medical expenses.
Be sensitive and discreet
Your communication should be open and honest; however, you do not need to inform everyone of your illness.
If your condition is a sensitive issue, it would be best to advise your direct manager and the relevant person in Human Resources.
If your illness is chronic and you need time away from work, your manager will usually take the responsibility of informing your colleagues after discussions with you.
You can advise some of your closest and trusted colleagues, but essentially, your illness is something that should be kept in confidence between your superiors and yourself.
This is important, to avoid creating overwhelming and unnecessary panic, concern or paranoia within the company.
Make your health a priority
Illnesses are legitimate reasons to slow down.
If you’ve taken sick leave, your body needs that time to recuperate.
Also, if you have a chronic condition that requires lifestyle changes, or find that you’ve been getting sick a lot lately, take the time to slow down and let your body do the necessary healing.
Your body is essentially communicating that it needs time to recover. Pushing yourself beyond your limits will only make the situation worse.
Know your rights
As an employee with a chronic illness, you may be eligible for certain legal benefits.
Research and know your rights as an employee, depending on the Caribbean nation you reside, to identify if government assistance is available.
Inform yourself as to what benefits you may be eligible for and the degree of job security you can maintain.
Don’t add to the stigma
This is a fundamental reason why sharing your diagnosis to your company should be done sensibly and privately.
Some illnesses, depending on their nature do carry certain stereotypes and stigma.
Mental health issues or sexually transmitted diseases do come with stigma in many Caribbean workplaces.
Despite having relevant information about these illnesses today, which should dispel any form of judgement or unnecessary panic, they can bring some degree of shame or embarrassment to an individual.
As such, if you have a colleague or employee with a sensitive condition, it is best to practice compassion and understanding.
Very often, disclosing these types of illnesses require a high degree of trust on that individual’s part.
Therefore, do not abuse their trust in you or strain your relationship with them during this time.
Compassion, acceptance and support go a very long way towards a person’s healing and wellbeing.
Don’t be defined by it
It is very important to remember that you are more than your illness.
While health is extremely important, you do not lose your identity when battling a chronic illness.
If you must make lifestyle changes, do so for your wellbeing and safety.
Recognise that your illness is not your identity. Even with a condition, you can still add value to people’s lives, despite having limited means.
Show gratitude
If your company has accommodated and supported you during your recovery, always remember that gratitude is priceless.
Express gratitude for all accommodations made for your comfort and wellbeing. Let those helping you throughout your recovery know their efforts are appreciated.
Showing gratitude works in your favour in that people will be happy to go the extra mile for your health and continually support you on your recovery journey.
