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Coping with illness as a small business
Coping with staff illness
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When someone at work discovers they are suffering from a serious illness the news can be traumatic for friends and colleagues too. This is especially true if they work for a small business.
Macmillan, a charity that supports people and their families who suffer from cancer, estimates that nearly 100,000 people of working age will be diagnosed with cancer this year. Others will be affected by serious illnesses such as multiple sclerosis or Parkinson's Disease.
Work colleagues may feel a range of concerns... from the purely emotional:
• Feelings of shock:
• Worries about how to discuss the illness with their colleague
• Sympathy for someone who, in a small business, is likely to be friend
...to the purely practical:
• How much time will their colleague need off work to attend doctors' appointments or due to ill health?
• Will their work suffer?
• Are there any adjustments that need to be made to the workplace?
• What legislation does the business need to comply with?
Dealing with the news
Not everyone chooses to tell their employer about their illness but if they do it will help you, the manager, to make adjustments in the workplace. Find out as much as you can about their illness, the treatment and its side-effects. Websites offer practical advice and information.
Arrange a meeting with your colleague to discuss how you can help. Ask them if they would like a workmate or friend to come along or if they would prefer to speak to someone of their own sex.
Choose somewhere comfortable and where you won't be disturbed. Ask them if there is anything you can do to make conditions easier. This might include working from home, travelling outside the rush hour, or use of a parking space.
Changes in physical appearance - perhaps sudden hair loss or scars from surgery - or unexplained absences may persuade them to tell colleagues. Sharing the news can dispel rumours and give workmates the chance to offer support.
Macmillan suggests that manager and employee should work together to produce a communication plan so that you both know who to tell and the best way to do it - via email, or one-to-one or team meetings.
Discuss with your employee what information they would like to give and whether they want to be at the meeting. Consider the effect diagnosis and treatment will have on other employees and clients. Avoid personal details, be positive, but honest, and don't turn the news into a drama.
Legislation
Don't treat your colleague in a way that might be seen as unfair discrimination and pay attention to the following legislation when planning how to support them:
• The Health and Safety at Work Act 1974 - this sets out an employer's responsibilities and duties.
• Management of Health and Safety at Work Regulations 1999 - this requires you to carry out risk assessments, including emergency procedures which may change if a worker's illness means they need special first aid.
• Disability Discrimination Acts 1995 and 2005 - this protects people suffering from illnesses such as cancer and covers all areas of employment, from recruitment to promotion and termination of a contract. It also tackles victimisation and makes it unlawful for an employer not to make 'reasonable adjustment' to a workplace.
• Data Protection Act 1998 - this covers information about someone's medical condition.
• Access to Medical Reports Act 1988 - an employer can only see an employee's medical record if the staff member has given their permission.
Returning to work
If your colleague is away from work for a long period of time discuss with them if they want to keep in touch and how they will do this. Give then a 'mini induction' when they return so that they don't feel left out or overwhelmed. Review the situation regularly to see how they are coping.
A serious illness can affect different people in different ways but one reaction is a desire to return to normality. Any small business that helps a colleague to achieve this is on the right track.
Useful links:
• http://www.macmillan.org.uk/work
• ACAS (Advisory, Conciliation and Arbitration Service): http://www.acas.org.uk
• Access to work, help with adjustments: www.jobcentreplus.gov.uk
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