How to support employees with Fibromyalgia

Supporting workplace wellbeing has become more common recently due to the need to support employees with long-term health conditions. Companies strive to support employees' health as it is a legal requirement, but also an essential part of keeping a productive, engaged, and successful company.

One of the conditions that has been recently gaining attention within the workplace, and healthcare overall, is Fibromyalgia. This chronic rheumatic disorder affects a significant number of individuals within the UK, but is still widely unknown to the public. For this reason, understanding and supporting staff with Fibromyalgia should be a priority for employers.

What Is Fibromyalgia?

Fibromyalgia is characterised by musculoskeletal pain that is long-term and severe. In addition to pain, the condition also affects fatigue, sleep, and is often accompanied by mental challenges and headaches.

Symptoms tend to include:

• Increased pain sensitivity – even slight touch or pressure can cause discomfort
• Muscle stiffness and fatigue – general tiredness and mobility are affected
• Sleep disorders – poor sleep can lead to more symptoms
• Cognitive issues – memory and attention are impaired
• Head pain – adds to discomfort and lessens productivity

It is not uncommon for these symptoms to change rapidly and for no cause. Because of these factors, the impact on employment can vary from day to day or even hour to hour, with periods of full focus alternating with times when symptoms make work practically impossible.

The Prevalence of Fibromyalgia in the UK

Fibromyalgia is more common than many realise. According to estimates, it affects nearly 1 in 20 people in the UK. Despite this, a recent survey conducted by Fibromyalgia compensation specialists BLB revealed that only 37% of the UK population is aware of the condition.

Insights from Research:

• Awareness is increasing gradually, thanks to charities and advocacy groups such as:
  • Fibromyalgia Awareness UK – https://www.fmauk.org/
  • Fibromyalgia Action UK – https://www.fmauk.org/
• The condition’s invisibility—employees often look well but feel unwell—makes it harder for managers and colleagues to recognise and support affected individuals.
• Google search trends indicate a growing interest in Fibromyalgia, suggesting rising prevalence or awareness-seeking behaviour among employees or carers.

Andrew Atkinson, Head of Personal Injury at BLB, commented:

“Although awareness of Fibromyalgia has improved slowly, only around 1 in 3 people in the UK are aware of it. That is incredible for a condition that by some estimates affects almost 1 in 20 of the population.”

Why Employers Should Prioritise Fibromyalgia Support

Employers have both a legal and ethical duty of care to their employees. This includes recognising and supporting those with long-term health conditions, especially when the condition:

• Affects daily performance
• Requires medical treatment or adjustments
• Leads to periods of absence or fluctuating work capacity

Legal Framework

In the UK, employers must comply with regulations under the Equality Act 2010, which includes provisions for reasonable adjustments for employees with long-term health conditions. Failure to provide reasonable adjustments can result in legal challenges, loss of talent, and reputational harm.

(External Link: Equality Act 2010 Guidance)

Most Common Workplace Challenges for Employees with Fibromyalgia

Employees with Fibromyalgia may struggle with multiple issues which can hinder their work performance:

• Employee Fatigue: General exhaustion and muscle soreness can make it challenging to perform sustained desk work, physical work, or any prolonged tasks.
• Employee Forgetfulness: "Fibro fog" can decrease memory retention, attention span, and overall focus, affecting productivity especially for tasks requiring deep concentration or complex decision making.
• Symptoms Can Change: The unpredictable nature of symptoms may require flexible work arrangements, such as different hours or remote work during flare-ups.
• Employees Need Time Off to See Doctors: Employees may require time off at short notice for medical appointments, therapy, or treatments. This should be included in existing wellbeing policies.
• Colleagues and Management Do Not Understand: Support and accommodation can significantly improve stress levels and morale, especially when peers or supervisors are unaware of the invisible nature of the condition.

How Employees Can Be Supported in the Workplace

There is a positive difference in individual and organizational wellbeing when proactive measures are implemented to assist employees with Fibromyalgia.

1. Flexible Work Arrangements

• Allow employees to customize their workdays with flexible start and end times.
• Enable employees to work remotely whenever possible.
• Allow team members to control the pacing of their work to match their personal energy levels.

2. Adjustments to Roles and Tasks

• Make temporary workload adjustments to accommodate flare-ups.
• Integrate task rotations to relieve repetitive strain.
• Assign tasks that do not worsen physical conditions.

3. Available Medical and Therapeutic Assistance

• Support employees attending medical appointments.
• Provide resources for accessing cognitive behavioral therapy, physiotherapy, or lifestyle interventions.
• Offer access to Employee Assistance Programs, if available.

4. Risk Assessments and Adjustments to the Workplace

• Update risk assessments to include long-term conditions.
• Provide ergonomic furniture, proper lighting, and safe environments.
• Consider background noise, temperature, and environmental factors that may worsen symptoms.

Raising Awareness Within the Organisation

• Provide manager training on recognizing and supporting employees with Fibromyalgia.
• Communicate policies clearly to all staff.
• Encourage open dialogue and regular check-ins.
• Share resources from credible organisations:
  • Fibromyalgia Action UK – https://www.fmauk.org/
  • NHS Fibromyalgia Guide – https://www.nhs.uk/conditions/fibromyalgia/

Implementing Effective Support Policies for Employees with Fibromyalgia

Understanding Fibromyalgia is just the first step. To create a genuinely supportive work environment, organisations must implement structured policies, management practices, and reasonable adjustments that enable employees to thrive despite their condition.

How to Create a Flexible Workplace Policy for Fibromyalgia

A great workplace policy shows an organization’s dedication and encourages managers to support employees consistently.

• Statement of Commitment: Make the organization’s promise to employee health, inclusiveness, and support of conditions like Fibromyalgia visible.
• Definitions and Closures: Provide a brief definition of Fibromyalgia, its symptoms, and potential workplace impacts.
• Responsibilities: Clarify support actions for:
  • HR: policy supervision, training, and documentation
  • Line managers: oversight/monitoring and consideration of employee needs
  • Employees: flexible communication of symptoms and challenges
• Confidentiality: Ensure personal health information is kept secure.
• Policy Improvement: Commit to periodic policy reviews, updates on workplace risk assessments, and employee feedback.

Flexibility: Right to Make Changes to Address Unique Circumstances

Flexibility means adjusting roles to enable employees to complete work requirements safely and without undue effort.

• Flexible work hours: staggered start/end times to manage fatigue.
• Telecommuting: remote work during flare-ups.
• Longer and more breaks: time to recharge during high workload periods.
• Ergonomic adjustments: supportive chairs, sit-stand desks, and adaptive equipment.
• Rotating tasks: reduce repetitive strain injuries.
• Reduced work during flare-ups: temporarily adjust deadlines or redistribute tasks.

This approach not only supports compliance with the Equality Act 2010 but also improves productivity and employee loyalty.

Equality and Human Rights Commission – Reasonable Adjustments)

Managerial Best Practices for Supporting Employees

Managers play a crucial role in creating an inclusive, supportive culture for employees with Fibromyalgia. Good practices include:

1. Regular Check-Ins: Schedule one-on-one meetings to discuss health, workload, and support needs.
2. Open Communication Channels: Encourage employees to report symptoms, challenges, or flare-ups without fear of stigma.
3. Personalised Support Plans: Collaboratively develop support plans that reflect individual needs and job requirements.
4. Training for Managers and Teams: Provide awareness sessions to educate staff about Fibromyalgia and effective support strategies.
5. Monitoring and Feedback: Track adjustments’ effectiveness and adjust as needed to ensure ongoing support.

Understanding Absences and Sick Leave

Considering Fibromyalgia’s ongoing and fluctuating symptoms, sick leave may need to be more extensive and frequent. Employers should develop this understanding within an absence management system.

• Plan for flexible leave arrangements to accommodate medical appointments and flare-ups.
• Ensure absence policies are clear, compassionate, and compliant with legal obligations.
• Communicate regularly to reduce stress and prevent HR conflicts.

Building an Inclusive Workplace Culture

Policies alone cannot build an inclusive culture. Employers must foster an environment where employees feel safe to disclose chronic conditions.

Building Awareness and Inclusion Strategies

• Promote wellbeing initiatives to reduce the impact of chronic health issues.
• Form peer support groups or mentorship systems.
• Distribute educational materials via webinars, guides, or intranet content.
• Acknowledge and reward positive supportive behaviors from employees.
• Encourage open discussion of chronic conditions to improve engagement and morale.

Technology-Assisted Employee Support

• Energy level and symptom monitoring apps.
• Tools for managing and scheduling flexible work hours.
• Virtual collaboration platforms.
• Ergonomic adjustable desks and posture reminder software.

Monitoring Support

Effective policies should be continuously monitored and evaluated using key metrics:

• Employee satisfaction and wellbeing surveys.
• Absence and sick leave trends.
• Impact and usage of reasonable adjustments.
• Productivity and performance data.
• Insights from line managers and HR.

Legal Compliance

Supporting employees with Fibromyalgia is both ethical and legally required. Key legal obligations include:

• Equality Act 2010 – protection for long-term health conditions.
• Health and Safety at Work Act 1974 – duty of care for employee wellbeing.
• Documenting reasonable adjustments and communication to maintain compliance and reduce risk.

Case Example: Supporting an Employee with Fibromyalgia

• Employee reports fatigue, pain, and cognitive issues.
• HR and line manager create a flexible work plan.
• Provide ergonomic desk, adjustable chair, and additional breaks.
• Redistribute workload during flare-ups.
• Monthly check-ins evaluate progress and adjust support.

Outcome: The employee maintains productivity, reduces sick leave, and feels valued—illustrating that structured support benefits both employees and the business.

Long-Term Strategies for Supporting Employees with Fibromyalgia

Ongoing support requires continuous commitment, monitoring, and adaptation. Embedding sustainable practices ensures employees remain healthy, productive, and engaged.

Promoting Employee Wellness and Self-Management

• Exercise Programs: Low-impact activities like yoga, swimming, or stretching.
• Mindfulness and Stress Management: CBT, meditation, and relaxation techniques.
• Sleep Hygiene Support: Encourage consistent sleep routines.
• Nutrition Advice: Access to nutritional counselling for energy and inflammation management.
• Employee Assistance Programs (EAPs): Confidential support for personal or health concerns.

Continuous Learning and Awareness

• Regular training for managers and staff on symptoms, support strategies, and workplace adjustments.
• Wellbeing workshops covering stress management, ergonomics, and fatigue reduction.
• Internal communications: newsletters, intranet articles, and wellbeing updates.

Technology-Enhanced Support

• Symptom tracking apps for pain, fatigue, and triggers.
• Remote work platforms for flexible scheduling during flare-ups.
• Data analytics to identify trends in absenteeism, productivity, and policy effectiveness.
• Virtual wellness programs including online yoga, mindfulness, and physiotherapy sessions.

Creating a Culture of Inclusivity

• Visible leadership support prioritizing wellbeing.
• Employee participation in feedback and policy updates.
• Peer networks and mentoring to share coping strategies.
• Recognition programs to reward inclusive practices.

Monitoring, Feedback, and Continuous Improvement

• Regular check-ins and surveys to collect feedback.
• Absenteeism and performance analysis to identify support gaps.
• Policy review meetings quarterly or bi-annually.
• Health and safety audits to ensure legal compliance.

Case Study: A Long-Term Support Approach

• Initial Assessment: HR surveys and interviews to understand employee needs.
• Policy Development: Formal Fibromyalgia policy including flexible work and ergonomic adjustments.
• Training & Awareness: Manager training on symptom recognition, support, and communication.
• Monitoring: Regular review of adjustments, absenteeism, and feedback.
• Continuous Improvement: Annual policy updates based on research and employee suggestions.

Outcome: Higher employee engagement, reduced sick leave, improved productivity, and enhanced compliance and culture.

Future Trends in Supporting Employees with Chronic Conditions

• Personalised health plans tailored to individual needs.
• Integration of AI for predicting risk patterns and recommending interventions.
• Hybrid work models combining remote and office work.
• Mental health integration alongside chronic illness support.

Legal Considerations and Risk Mitigation

• Maintain documentation of adjustments, communications, and policy updates.
• Ensure compliance with the Equality Act 2010 and Health and Safety at Work Act 1974.
• Consult occupational health professionals for complex cases.
• Review insurance coverage and workplace safety obligations regularly.

Building a Sustainable Support System

• Understand Fibromyalgia and its impact on work.
• Develop comprehensive policies and reasonable adjustments.
• Train managers and raise awareness among staff.
• Encourage self-management and wellness initiatives.
• Leverage technology for monitoring and flexibility.
• Embed inclusivity into organisational culture.
• Continuously review, monitor, and improve support measures.

Effectively implemented strategies benefit both employees and the organisation, fostering wellbeing, productivity, and loyalty.