Long-term conditions at work: What is a Wellness Action Plan?
Long-term health conditions, also known as chronic conditions, are those which currently can’t be cured. The condition and its symptoms can only be managed with medication and therapies. There’s a huge array of long-term, chronic conditions with which people have lived for years — and a wealth of ways in which they can be supported to thrive, both personally and professionally.
The last time the government published major research into long-term conditions was in 2015. At this time some 15 million people in England were living with long-term conditions1 — approximately 24% of the total population.2
The ten most common long-term conditions were:
Other chronic conditions include epilepsy, mental health problems other than depression, Crohn’s disease, multiple sclerosis and more.
Around 9.5 million people in the UK population aged 16-64 are living with a disability;3 of these just under 5.5 million are able to work despite their condition(s)4 — meaning they are classed as ‘economically active’.5 The UK’s total economically active population stands at just under 32.9 million,6 which means that people with disabilities account for around 17% of everyone who is either employed or currently seeking a job.
With 17% of the workforce living with some form of disability, it’s vital that employers know how to best support these employees. This is especially true given the nature of long-term conditions, which can involve overlapping issues relating to physical, emotional and cognitive health. As such, it can be difficult for employers to unpick the specific needs of their employees with long-term conditions.
Employers and employees can collaborate on a Wellness Action Plan (WAP) where there are ongoing health issues or a recurrence of symptoms is likely.
This useful tool facilitates open dialogue between employers and employees with long-term conditions. A WAP ensures an employee is fully supported in their role and that employers are making all necessary reasonable adjustments to help them continue to thrive at work.
The Wellness Action Plan is a personalised and practical tool which encourages regular reviews with employers and employees, ensuring it stays fit for purpose. Unum typically works with its customers to complete Wellness Action Plans, but can also offer guidance and suggestions for employers and employees who might prefer to fill in one together.
Employees can share what their condition looks like when they’re at their best, having a flare up or have become unable to work
Lets employers know what employees living with disabilities need to support them in the workplace
For example, how employers will manage time off for treatment/medical appointments or absences directly related to the condition
How employers will support a return to work after a condition-related absence where possible
Topics each party will discuss during their regular meetings to ensure the Wellness Action Plan still works for all.
We offer Wellness Action Plans alongside our absence management support. This covers all stages of employee absence — including preventative measures.
For instance, our absence management team supports employees covered by our GIP who are currently working but struggling with reasonable adjustments to help them stay well and in work. It can also provide assistance during sickness absences with practical support and plans to support employees to return to work where possible.
Understandably, disabled people are twice as likely to move out of work as non-disabled people.7 In April 2023, ONS figures report almost 2.6 million workers in the UK aged 16-64 were economically inactive because of long-term sickness (with a long-term health condition that’s lasted at least 12 months).8
Yet the National Institute for Health and Care Excellence (NICE) finds long-term sickness absence (4 weeks or more) harmful to physical, mental and financial wellbeing, as well as social inclusion.9 Long-term sickness can have terrible costs to individuals beyond loss of income.
It’s never beneficial for someone with a disability to feel forced to work. This pressure whilst feeling too unwell to work can actually be harmful and make a long-term condition worse. We don’t advocate this at all.
Indeed, we’re proud to provide financial security in paid claims to insured employees worth an average £7.6 million per week, including to those who cannot work through long-term conditions.
Instead, a Wellness Action Plan is about ensuring people with long-term conditions who do feel able to work and want to work are empowered to do so. It ensures they have what they need from their employer to remain well and in their jobs. It can also facilitate vital employer-employee dialogue about how employers can reduce triggers for flare ups of conditions, reducing the risk of people becoming too unwell to work.
1 Long-Term Conditions Compendium of Information (Third Edition), Department of Health (May 2012), p.5
2 2011 Census: Population and Household Estimates for the United Kingdom, ONS (December 2012)
3 The Government Statistical Service Harmonised Standard ‘core’ definition of disability. This is people who report a current physical or mental health condition(s) or illness(es) lasting or expected to last 12 months or more and that their condition(s) or illness(es) reduce their ability to carry out day-to-day activities.
4 Labour market status of disabled people, ONS (February 2023)
5 Economically active means either employed or classed as unemployed (although the definition of ‘unemployed’ is being without a job but actively seeking work in the last 4 weeks and available to start work in the next 2 weeks; or out of work but have found a job and are waiting to start it in the next 2 weeks). ‘Economically active’ therefore includes everyone currently able to work.
6 Summary of labour market statistics, ONS (March 2023)
7 The Employment of Disabled People, Department for Work & Pensions and Department of Health & Social Care (March 2020), p.4
8 Economic inactivity by reason, ONS (March 2023)
9 Workplace health: Long-term sickness absence and capability to work, NICE (November 2019), p.41