Chronic Illness
Little Investment for Long Term Gain?
This case study focuses on Rheumatoid Arthritis but a similar situation could develop with many of the chronic illnesses requiring, employer empathy, support, understanding and willingness to engage with occupational health and make reasonable adjustments relative to the Equality Act 2010, often only temporary.
Occupational health was arranged, a site visit, work place assessment, clinical and occupational health assessment was performed.
Occupational Health provided a comprehensive report for the employer with advice and specific information/recommendations about how to support and manage Mr X during what was a difficult time for him.
Within 6 weeks he had returned to the substantive role for which he was employed.
Chronic Illness
This case study focuses on Rheumatoid Arthritis but a similar situation could develop with many of the chronic illnesses requiring, employer empathy, support, understanding and willingness to engage with occupational health and make reasonable adjustments relative to the Equality Act 2010, often only temporary.
Little investment for long term gain?
Rheumatoid Arthritis in an employee working in a large manufacturing company.
Mr X was a 52-year-old eastern European gentleman who had worked for the company for over 8 yrs. with very little sick absence or difficulty at work. Ordinarily a healthy chap he had recently been diagnosed with rheumatoid arthritis (chronic condition causing pain, swelling and stiffness in joints affecting hands, wrists and feet initially). This began to impact on his ‘work ability’ and attendance, often taking sick leave, going home early, being irritable and unable to complete work tasks expected of him. Mr X struggled on for a while but some days reported being unable to drive into work due to pain and swelling of his hands. His employer was aware of his condition and did try to support but the situation deteriorated as Mr X became unable to perform even the simplest assembly tasks.
Occupational health was arranged, a site visit, work place assessment, clinical and occupational health assessment was performed. Mr X spoke little English so an interpreter was provided. Managers on site working with the OH clinician were able to provide background information and more details about the work processes.
The clinical assessment soon established Mr X was not sufficiently fit for his role with potential risks of accident/incident evident. Poor chap was in severe pain, with a ‘flare up’ of his condition and; whether due to covid 19 restrictions on the NHS or his lack of knowledge navigating the health care system he had very little symptom control and the condition was not being effectively ‘medicall’y managed at all. This condition as with many chronic conditions affected this gentleman mentally emotionally and physically, substantially impairing his quality of life, specifically his physical ‘work ability’.
Occupational Health provided a comprehensive report for the employer with advice and specific information/recommendations about how to support and manage Mr X during what was a difficult time for him. Temporary reasonable adjustments were made.
Mr X was given signposting and advice about next steps to take and the need to see his GP urgently. He was advised to share the Occupational Health report with his GP, which likely exacerbated his referrals into secondary hospital care, clinical investigations and treatment.
After 4 weeks and following temporary adjustments; Consultant Assessment, the beginning of treatment with prescribed medications for Mr X he was feeling better, his handgrip and dexterity much improved and pain manageable. Within 6 weeks he had returned to the substantive role for which he was employed. His manager/employer was advised in the Occupational Health report about the possibility of future symptoms or ‘flare ups’ and given relevant advice on how to manage this.
This case study focuses on RA but a similar situation could develop with many of the chronic illnesses requiring, employer empathy, support, understanding and willingness to engage with occupational health and make reasonable adjustments relative to the Equality Act 2010, often only temporary.