How employers can support chronic disease management for better health outcomes

Chronic diseases are plaguing the workplace by negatively impacting employees, which harms their work performance and productivity levels. Six in ten Americans manage a minimum of one chronic disease and many more struggle with multiple. Employers are sharing this pain, as are health insurance companies. The United States has $4.5 trillion in annual healthcare costs. (CDC)

Due to the prevalence of chronic conditions, supporting chronic disease management is now a necessity for employers who value a happy, healthy, and productive workforce. Assisting your employees in navigating chronic disease management can make all the difference. Read on to learn how you can support chronic disease management for better health outcomes. 

What is chronic care management?

A chronic disease is a long-term health condition that typically lasts a year or more, requires ongoing medical attention, and can limit daily activities or overall quality of life. Your employees who are living with chronic diseases are likely to engage in chronic care management (CCM) services. These services — also known as chronic disease management programs — are temporary and aim to support patients with multiple chronic conditions to promote better health results and lower healthcare spending. (AAFP)

When someone engages in chronic care management, they work with medical providers to create a comprehensive plan for coping with the chronic disease. This plan can include information about their health problems, potential goals or solutions, prescription medications, and other details about their disease management. (Medicare)

Examples of chronic diseases include: 

Cardiovascular diseases

• High blood pressure (hypertension)

• Coronary artery disease

• Congestive heart failure

Diabetes

• Type 1 diabetes

• Type 2 diabetes

Respiratory diseases

• Asthma

• Chronic obstructive pulmonary disease (COPD)

Musculoskeletal disorders

• Osteoarthritis

• Rheumatoid arthritis

Mental health conditions

• Depression

• Anxiety disorders

Cancer

• Breast cancer

• Lung cancer

• Colorectal cancer

Autoimmune diseases

• Lupus

• Psoriasis

Gastrointestinal disorders

• Inflammatory bowel disease (IBD)

• Crohn’s disease

• Ulcerative colitis

How chronic diseases affect the workplace

Finding ways to better support your employees’ health journeys can make it easier for them to live healthy lives and remain productive at work. Taking time off, attending medical appointments, and managing symptoms can be disruptive during the workday. 

A study from the Harvard Business Review identified two main conflicts for workers with chronic conditions. The first was “time conflicts,” in which time spent working makes it more challenging for them to manage their condition. Energy conflicts were the second primary issue, as many people struggling with chronic diseases find that working takes away the energy they need to stay on top of their health. The result of these conflicts? Burnout, withdrawal from work, and a worse work product. (Harvard Business Review)

How employers can support chronic disease management

In addition to providing employees with access to an employer-sponsored healthcare plan or an Individual Coverage Health Reimbursement Arrangement (ICHRA), you can create a working environment that supports their health and wellness goals. If you want to make it easier for your employees to manage their chronic diseases, you can consider taking these steps. (Harvard Business Review)

Create formal policies and flexible arrangements

Employers should establish formal policies to support workers with chronic health conditions, such as reduced-load work, job task modifications, and extended leave options. The goal of these solutions should be to make it easier for employees to manage their health — while remaining employed and maintaining their healthcare coverage. FMLA provides a baseline for unpaid leave, but companies can go further by offering expanded leave options and paid leave. 

Flexibility is a common theme in creating effective policies. Flexibility in how and where work is completed is a key support mechanism. Allowing employees to work from home, take breaks for medical needs, or attend appointments as necessary shows understanding and builds trust. Supervisors who emphasize health over deadlines can significantly improve employee retention and motivation.

Offer more flexibility on an individual level

In addition to the flexibility you offer through formal programs, you can also take a more individualized approach. Chronic health conditions vary widely, so flexible approaches by managers are essential. Supervisors can implement creative solutions, such as assigning temporary assistants or reassigning tasks, to accommodate employees' unique needs. 

Some ideas for flexible accommodations include:

• Allow remote work or hybrid schedules

• Provide flexible hours to accommodate medical appointments

• Offer reduced-load work or part-time options

• Enable task reassignment or temporary role modifications

• Grant extended or paid medical leave beyond FMLA requirements

• Permit additional breaks during the workday for symptom management

• Support gradual return-to-work plans after extended leave

• Encourage job-sharing arrangements for reduced workload pressure

• Create wellness rooms or quiet spaces for rest during the day

Cultivate a supportive culture

Leading by example can make a huge impact when it comes to employees actually utilizing the wellness resources you provide. A supportive workplace culture is vital for employees to feel comfortable using policies and asking for accommodations. Leaders should model openness by sharing their own health challenges and using company benefits. This is an especially important behavior to model at startups where the pressure to work long hours can be immense.

Implement wellness programs

Employers can empower workers through targeted programs, such as coaching sessions, that address workplace challenges. Coaching enhances resilience, well-being, and productivity while fostering strategies for managing health conditions. It also equips employees to communicate effectively about their needs and navigate professional relationships, ensuring long-term career sustainability. 

You can even create financial wellness programs that help employees manage their finances, afford healthcare costs, and lower their financial stress levels. 

Schedule a free demo with Thatch today to help find the right health and wellness support for your workforce.