Long COVID is a term used to describe the symptoms and effects of COVID-19 that last for many weeks or months after being first diagnosed. It can affect anyone who has had COVID-19, regardless of age or severity of original symptoms.
What to do if a team member tells you they have Long COVID
It is important that team members feel supported. Take time to listen and offer support. Provide a private environment to talk through any worries they might have about how their diagnosis impacts their job.
If their job is impacted, and you need advice on how to support them, you should make a referral to Occupational Health using the employee referral form.
To ensure continued support and communication, you should keep in contact with team members regularly during their absence and return to work.
Can employees work with Long COVID?
Recovery and return to work with Long COVID is possible.
The HSE commits to supporting employees with any illness or disability to continue in their work role, and return to work after sickness absence.
Policies to follow when a team member is out of work due to Long COVID:
- Managing Attendance Policy (PDF, 1.2 MB, 29 pages)
- HSE Rehabilitation of Employees with Illness or Injury Policy and Procedure
Long COVID is associated with a number of symptoms that can impact everyday functioning and work ability. More than 200 symptoms have been reported with Long COVID.
The most commonly-reported symptoms include:
- fatigue
- shortness of breath
- memory and concentration problems (cognitive dysfunction)
These symptoms may increase and decrease in severity (known as 'boom and bust' cycle). Supporting a successful return to work may require a flexible and collaborative approach, for example:
- phased return-to-work plans with gradual increases
- workplace and work adjustments reviewed regularly
- employee involved in planning adjustments to working conditions - workload, working hours, tasks
- you and your team member regularly reviewing the work rehabilitation plan
HSE Rehabilitation of Employees with Illness or Injury Policy and Procedure
Facilitating a safe return to work
Due to Long COVID’s unpredictable symptoms, planning a work rehabilitation plan may be challenging, but work rehabilitation is possible.
You could complete a job demands form. This will help you to get a clear understanding of the physical, cognitive, and emotional demands of your team member's work role.
Ask your team member:
- what symptoms do they experience, and how might these be an issue in their role
- what elements of their role do they feel able to do
Reasonable accommodations
Ask your team member what parts of their role they think could be adjusted. This will be helpful when considering possible workplace accommodations.
Reasonable accommodations may include:
- reduced or flexible working hours
- trialing working from home where applicable
- reduced workload
- regular breaks throughout the day
- working non-consecutive days
Work together and discuss options that may be suitable. Consider 'trial and error' approaches that can be reviewed during the work rehabilitation review.
Breaks
Resting is an important part of managing Long COVID symptoms.
Consider if fixed or flexible breaks work better. Research shows that taking short and frequent breaks are more effective. Alternating between sitting and standing may also help.
Long COVID affects energy levels. A task that may seem ‘simple’ and ‘quick’ might take more time and energy for those with long COVID.
Reviewing rehabilitation plans
You should regularly review work rehabilitation plans with team members suffering from Long COVID.
Reviewing the rehabilitation plan enables you to:
- see how team members are feeling since they returned to work
- discuss what is working well and what is causing difficulty
- have dedicated time and space to discuss any concerns your team member may have
- discuss readiness for increases in work, such as work hours or tasks
Work rehabilitation plans are most successful when:
- managers are adaptable, and responsive to ‘boom and bust' days
- team members have some control over their workload and are included in return-to-work plans
It is important to maintain consistency in the work rehabilitation plan. The recommended approach is to gradually return to work, taking into account symptom severity.
Increasing time spent at work
Increase time spent at work by extending:
- number of hours per day at work or changing from non-consecutive to consecutive days (starting with shorter hours on non-consecutive days may be best)
- time spent in the work environment compared with working remotely (commute to work should be considered as this can cause fatigue)
- time spent on a specific work task, for example, gradually increasing the amount of time spent:
- in public facing roles
- at a computer
- amount of time standing
- time spent moving and handling
Fatigue is not only caused by physical effort. Work tasks that require attention, concentration, and social effort may also be tiring.
Increasing task complexity
Team members experiencing cognitive symptoms may wish, over time, to do more complex tasks. Simple and familiar tasks are almost ‘automatic’. They can be a less-pressured first step at getting back into the work environment, and help build confidence.
Increase the complexity of tasks gradually by including tasks that:
- have a number of steps or require a number of concurrent tasks
- require greater speed or working to tight time frames
- are multistep, require problem-solving and 'in the moment' reacting
Long COVID sick pay
Contact Human Resources for queries relating to sick pay during absence or a phased return.