Long-COVID and Return-To-Work
Have you recovered from COVID and are returning to work, but you still have some lingering effects (fatigue, shortness of breath, trouble focusing, changes in taste/smell, etc)?
Are you a supervisor who has a team member returning to work but with limitations due to COVID?
The increase in cases of “long-COVID” or the continuation of COVID symptoms four or more weeks after infection, preventing you from doing normal activities.
How should you and your employer work together to build a return-to-work (RTW) plan that aids in recovery and reintegrates you into your work?
This is a growing question in workplaces. Approaches will vary depending on country, company, and job, but the underlying response should be; have a RTW plan that is specific to the individual and allows them to increase their workload.
Guidelines:
Involve health professionals with return to work advice as soon as possible
Employers should initiate early contact with the absent worker (within first 2 weeks of absence) to provide support
Involve all stakeholders (health care professional, supervisor, Human Resources, Safety/Wellness) in the reintegration process
Ensure the RTW plan is progressive, adaptive, and appropriate to the worker (workers do not need to be 100% fit to return to work)
Occupational health professionals and absent workers should be involved in the (re)designing of the work
RTW plan should be adequately and appropriately adapted where possible (may need additional information on job, tasks, physical and mental demands)
RTW plans should be: a phased return, flexible work, time off for rehabilitation and medical appointments, fatigue management strategies, and adapting of work tasks
I’m a supervisor to someone who has long-COVID. How can I help them return to the workplace?
With any worker illness/injury, providing support is vital.
Within the first two weeks from the onset of the absence, you should reach out to the worker. Take the time to listen to them, understand their difficulties and concerns, and inquire about their well-being. This will give you a better understanding of the workers limitations and strengthen communication.
When your worker has a set return date, schedule a first meeting to discuss the RTW plan supplemented by follow-up meetings on a weekly basis to make adjustments as their symptoms change.
Understand that workers may struggle with day-to-day activities. Coordinating the RTW plan with both the worker and an Occupational Health Professional will ensure appropriate accommodations and modifications are made available.
I’m an employee and have been diagnosed with long-COVID. What can I do to return to the workplace without aggravating my issues?
Maintain strong communication with your supervisor/employer. Keep them updated on your status, limitations, and concerns. This will help build the foundation for a RTW plan that is specific to you.
Understand and accept that you may not be able to go back to work 100% quickly. It can take months of gradual increases to get yourself back to pre-COVID working condition.
Be involved in developing your RTW plan. Make suggestions based on your experience and knowledge of your job and your health condition. This can include noting any advice from your doctor.
Key Points
COVID symptoms can last for weeks or months after infection
Early and frequent communication between absent worker and supervisor is critical for support during recovering and when reintegrating with the workplace
Return-to-work planning should involve all stakeholders and be specific to the worker
Understand that recovery can take a long time and that performance/abilities may be affected by symptoms
Symptoms change so don’t expect a linear recovery, some days may be better than others
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