Since 1992, 12 May has been designated as a day to raise awareness of chronic immunological and neurological diseases. This May, the World ME Alliance, a group of organisations across the globe which focus on supporting patients suffering from myalgic encephalomyelitis (ME), has launched World ME Day with the theme #LearnfromME. This is an attempt to encourage further investment into ME research to assist in navigating the after-effects of COVID-19, as long COVID and ME are both considered post-viral infections.

What is ME?

ME, also referred to as chronic fatigue syndrome, is a long-term condition that affects around 17 million people around the world and is particularly prevalent amongst women aged 20-40. ME is often a disabling illness, with sufferers being unable to undertake their usual activities. Common symptoms of ME include extreme tiredness, muscle or joint pain, nausea and migraines.

In the aftermath of the COVID-19 pandemic, there has been an increasing need to understand how to manage and control invisible illnesses such as ME. This is not only because of increased awareness of such diagnoses but also recognises the wave of long COVID cases. Many invisible illnesses have the potential to manifest themselves in similar ways with individuals often experiencing difficulty in maintaining their normal routine, hopeless exhaustion and ultimately worsening mental health. For more information on long COVID and its relevance to UK employers, please click here.

How is World ME Day relevant to UK employers?

Under the Equality Act 2010 (the Act), an individual is deemed disabled if they have a physical or mental impairment that has a "substantial" and "long-term" negative effect on their ability to do normal daily activities. In this definition, "substantial" means more than minor or trivial and "long-term" means 12 months or more. Given this definition, invisible illnesses such as ME or long COVID could, in many cases, be considered a disability under the Act so employers may be required to comply with specific statutory obligations, including the duty to make reasonable adjustments. In these situations, employers need to consider issues such as flexible working requests, health benefits, reduced working hours or leave adjustments to assist employees who are diagnosed with such illnesses. Failure to consider the circumstances of each case may result in a claim being brought against the employer. 

Conclusion

The growing prevalence and awareness of invisible illnesses such as ME and long COVID once again emphasise the importance of ensuring both the physical and mental health of employees. To promote the happiness and sustainability of their workforce, and to reduce the risk of grievances or tribunal claims, employers should bear such matters in mind and invest in relevant training. They should also ensure that appropriate policies and measures are in place to facilitate and support employees who suffer with invisible illnesses on their journey to recovery. In a market in which employee retention is important, being mindful and supportive can make all the difference.