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Managing chronic disease in the workplace: Strategies for employee well-being, productivity

Chronic diseases are an undeniable reality in today’s workforce, impacting both employees and employers alike. Today, nearly half of Canadian adults are living with a least one of 10 common chronic conditions, which can have a profound effect on overall wellbeing and workplace productivity.

Chronic diseases are persistent or long-lasting health conditions of three plus months that progress steadily or worsens over time. They can lead to comorbidities and other complications that require continuous monitoring and support. The cost of absenteeism and presenteeism stemming from unmanaged chronic diseases is staggering, amounting to $190 billion annually. Further, chronic disease stands as the biggest driver of health plan costs, affecting nearly three in five employees (58%).

The most commonly diagnosed chronic diseases include diabetes, heart disease, respiratory disorders and mental health conditions, such as depression and anxiety. Mental health at work, in particular, has become a growing area of concern with 49 per cent of employees ranking it among their top three individual needs according to a Medavie Blue Cross survey. Through employer-sponsored benefits, it accounts for eight per cent of total health spending, second to diabetes at 11 per cent.

As chronic disease continues to impact employee wellbeing and productivity, it’s important to address this issue with needed attention and proactive solutions. This comes at a time when labour shortages and competition for top talent make it difficult to back-fill employees who need time off to manage their health. Employers who act proactively to support the health of their employees will be better positioned to keep their workforce engaged and productive.

Steps to reduce the impact of chronic disease on workplaces

According to research, almost half (47%) of employees surveyed agreed their chronic condition has caused them to miss work and/or made it harder to do their job. Addressing chronic disease in the workplace requires a multidimensional approach involving individuals, employers and insurance providers to help people successfully navigate and manage their health.

The role of employers

1. Providing coverage for health coaching and employee assistance: Offering health coaching and Employee and Family Assistance Programs (EFAPs) can empower employees to take control of their health to help prevent and/or effectively manage their chronic conditions.
2. Educating and engaging employees: Employers can promote health and wellness through education and engagement initiatives. These efforts can include workshops, seminars and access to relevant information.
3. Cultivating a supportive culture: Creating a workplace culture that encourages conversation and prioritizes employee wellbeing is essential. When employees feel supported, they are more likely to speak to their managers regarding accommodations, seek help and adhere to their treatment plans.
4. Offering comprehensive benefit plans: Employers should provide a wide range of care options and benefits plan coverage, including access to a range of professionals. This ensures that employees have access to the resources they need – both in-person and virtual – for preventing and/or managing their health and health conditions.

The role of insurers

1. Providing access to various modalities of care: Given the challenges of accessing primary care resources, insurers can offer options for accessing different modes of care, such as telehealth and specialized clinics.
2. Supporting prevention and early intervention: Insurers can incentivize prevention and early intervention efforts, reducing the overall impact of chronic diseases.
3. Removing cost barriers: Eliminating cost barriers to accessing healthcare services can encourage individuals to seek necessary care.
4. Continuous innovation: Insurers should continuously innovate and expand their services to address evolving healthcare needs and chronic disease categories. For instance, supporting the management of chronic disease can be done through extended health benefits that connect members with professionals in their communities for one-on-one counselling and education services to gain the knowledge and confidence they need to self-manage their condition. This approach facilitates better, more convenient access to education and care for those managing chronic disease, all while balancing plan costs and sustainability.

Leveraging technology for chronic disease management 

Technology also plays a pivotal role in chronic disease management, enabling personalized treatment plans and prevention strategies. Virtual health coaching and counseling offer convenient and accessible avenues for employees to manage their conditions effectively.

Research shows that most Canadians (70%) agree that virtual care represents the future, with demand for more convenient virtual care services on the rise. More specifically, virtual care can provide much-needed support for people living with chronic diseases, such as diabetes, who often need to engage with a healthcare practitioner multiple times a year.

Through health coaching programs like 360 Total Care, there is opportunity to offer a holistic approach to health coaching by integrating specially trained dietitians and nurses via an innovative mobile app. And digital-first EFAPs give employees access to more support channels and barrier-free resources for their mental health and wellness needs.

Final thoughts

Chronic diseases are a prevalent challenge in today’s workplace, impacting employees and employers alike. However, by taking proactive steps, employers and insurers can contribute to the prevention or management of chronic diseases while lowering absenteeism and seeing a boost in productivity. Technology also enhances these efforts, providing employees with more tools for healthier lives. As we move forward, focusing on disease awareness and education, increased access to care and alternative care solutions is key to long-term success. Ultimately, a healthier workforce makes for a more productive one and we all have a role to play.

Tara Anstey is the director, business development, client value at Medavie Blue Cross. Before joining Medavie, Anstey was a principal and member of the National Legislative and Drug Consulting Teams with a major consulting firm in Canada. She has over 25 years of experience in the employee benefits industry.