September is Pain Awareness Month, a vital opportunity for employers to reflect on how chronic pain affects their workforce and what they can do to support employees in managing this invisible yet deeply impactful issue.
Chronic pain is more prevalent in the UK than many organisations realise. Between 35-51% of the UK population live with chronic pain. Additionally, for 10.4-14.3% of this population, the pain experienced is moderate to severely disabling. Furthermore, the British Pain Society reports that 2 in 3 older adults experience chronic pain, and up to 30% of young adults (18-39 years) report ongoing pain.
Chronic pain serves no biological purpose as it shows no relation to the threat of tissue damage, it instead is a recognised disease state that can persist for months or years. Employees in sectors like construction, transportation, agriculture and healthcare face an elevated risk of developing chronic pain due to the physical demands, repetitive tasks and high stress environments. But employers must remember that no industry is immune. Workplace stress is a significant contributor to both mental health issues and physical pain, creating a damaging, yet breakable, cycle of absenteeism and reduced productivity.
Musculoskeletal Disorders (MSDs), particularly low back pain, are the leading cause of work-related ill health and absenteeism in the UK. In fact, low back pain is the top cause of disability and chronic pain globally. However, what employers must remember is that chronic pain does not just affect the body, but weighs heavily on the mind, and affects the overall wellbeing of employees. Stress, anxiety and depression are commonly co-occurring with chronic pain and are major drivers of workplace absenteeism.
The ripple effects of this are profound, it affects the employees, the employers, the NHS and the wider economy through lost productivity, healthcare usage and long-term absenteeism.
Legal Requirements:
Employers have a legal responsibility to ensure that employees who suffer from chronic pain are aware of their wider protections under UK law. Under the Equality Act 2010 a person considered disabled is they have a long-term and substantial physical or mental impairment that influences their ability to carry out normal day-to-day activities. Chronic pian (e.g. fibromyalgia, arthritis, and MSDs) can qualify as disabilities if they meet these criteria, if so, employers are legally required to make reasonable adjustments such as adjusted working hours, modified duties, special equipment, and remote or hybrid working options. Employers must also ensure employees are protected by indirect and direct discrimination, harassment and victimisation.
Under the Health and Safety at Work Act 1974 employers have a general duty to protect the health and safety, and wellbeing of employees. This includes carrying out individual risk assessments and implementing necessary modifications to precent exacerbation of their condition. Under the Management of Health and Safety at Work Regulations 1999, employers must carry out these risk assessments, take action to eliminate or control risks. And provide appropriate training and information on managing health in the workplace.
The Fit Note (Sick Note) is issued by GP’s, the document outlines not only if the employee is fit for work but whether they might be fit for work with adjustments. Most importantly it facilitates dialogue between employee and employer about workplace changes.
The Employment Rights Act 1996 provides protection against unfair dismission meaning employees cannot be dismissed due to disability related absences without demonstrating that all reasonable accommodation were considered. Employers must also provide Statutory Sick Pay.
Best Practice and preventative measures:
Employers have a critical role to play in improving outcomes for employees protected by chronic pain. Proactive and preventative steps can significantly improve employee wellbeing, morale and retention.
- Workplace adjustments: flexible schedules and supportive leave policies are simple yet powerful changes that can reduce strain and support recovery
- Education and awareness: dispel common myths around pain, such as, ‘I need to stay in bed’, and instead empower employees with accurate information and access to support resources.
- Encourage: low impact exercise, joint-friendly nutrition, mental health resources, relaxation and mindfulness techniques.
- Foster a culture of openness: make it normal, not shameful for employees to talk about pain. Normalise conversations and offer regular check ins
- Encourage movement and support: physical therapy plays a critical role in managing pain, with not only physical benefits but also the enhancement of mood and confidence
When employees are empowered with the right tools and support, they are more likely to stay engaged and productive, even while managing chronic conditions. By prioritising preventative care, education, and compassion, employers can make a real difference in the lives of their staff.