Long Covid in the Workplace

A survey has been carried out by TUC and Long Covid Support Employment Group on the impact of Long Covid on employees, and their treatment at work as a result. What were the findings, and what should you do if one of your employees is suffering from Long Covid?

The survey found that 66% of respondents felt that they were treated unfairly at work as a result of their condition, and one in seven had lost their job due to their condition. The survey breaks down the reports of mistreatment further:

· 23% of respondents reported that their Employer had questioned whether they had Long Covid, or the impact of their symptoms,

· 28% worried that Long Covid impacted their chances of promotion,

· 16% reported experiencing bullying and harassment as a result of their condition.

If an employee informs you that they are suffering from Long Covid, then this could be considered a disability under the Equality Act 2010, and you would need to act accordingly. This may mean making reasonable adjustments to aid the Employee in their role. You should also hold regular welfare meetings with the employee to see how they are managing their Long Covid symptoms at work.

You must ensure that the employee is not treated any worse within the workplace as a result of their Long Covid symptoms. When considering employees for a promotion, you should not exclude them on the basis of their condition. An effective Bullying and Harassment policy will also help to manage and prevent any cases of Bullying and Harassment due to Long Covid.