According to the Office for National Statistics*, over one million people have reported experiencing long COVID – i.e., symptoms caused by COVID-19 infection which can last for weeks or months.

The NHS lists common symptoms as extreme tiredness, shortness of breath, problems with memory and concentration, difficulty sleeping, and depression and anxiety, to name but a few.

It’s no surprise that this new condition is starting to have an impact on businesses as affected workers try to get back to work, but how should you manage employees suffering with long COVID?

Helpfully, Acas, in response to the influx of enquiries they’ve had from employers and employees alike on this subject, has recently introduced new guidance (see link below).

The guidance emphasises that, as always, sensitive and effective communication with employees as early as possible is key. This is a relatively new condition and it may take some time to fully understand it, so you will have to work with employees to support them as best you can.

Just as you would normally manage ill-health and absence issues, you should engage with the employee and try to understand their symptoms and what impact these have on their ability to work. Medical advice from a GP or an occupational health assessment would support these conversations by providing detail on severity, whether symptoms are constant or intermittent, what exacerbates or improves the condition, and the likely recovery time. You may need to consider reasonable adjustments or a phased return to work.

Do bear in mind that your usual rules for sickness absence and sick pay apply when someone is off work due to long COVID. If the situation gets to the stage of needing to follow your capability or disciplinary process, a fair process must be followed, and this should be after doing everything within reason to support struggling employees.

Finally, is long COVID considered a disability?

This, as always, will depend on the extent of the effect of the symptoms on an individual’s ability to carry out their normal day-to-day activities and how long the symptoms of long COVID last. In the guidance, Acas has advised that it’s best for employers to focus on the reasonable adjustments they can make rather than getting caught up trying to work out if an employee’s condition is a disability or not!

Useful links:

Acas – Long COVID guidance

Sickness and absence because of long COVID: Long COVID – advice for employers and employees – Acas

Template Sickness Absence Policy (reporting procedures and rules) [PLUS]:

(4) PLUS – Absence – sickness absence policy (reporting procedures and rules) | Practice Index – GP Practice Managers’ Forum

Template Sickness Absence Management Policy [PLUS]:

(4) PLUS – Sickness absence management policy | Practice Index – GP Practice Managers’ Forum

Template Phased Return to Work Policy [PLUS]:

(4) PLUS – Absence – phased return to work policy | Practice Index – GP Practice Managers’ Forum

*Source: Office For National Statistics