Royal College of Nursing’s guidance for managers supporting staff living with Long Covid

The Royal College of Nursing (RCN) has developed comprehensive guidance for managers supporting staff living with Long Covid. Below is a summary of the key points from their guidance.

The guidance can be accessed by clicking here.

Understanding Long COVID

• Definition: Long COVID encompasses symptoms persisting beyond the initial infection, categorised as:
  • Ongoing symptomatic COVID-19: Symptoms lasting 4–12 weeks.
  • Post-COVID-19 syndrome: Symptoms continuing beyond 12 weeks, not explained by alternative diagnoses.
• Symptoms: Varied and fluctuating, affecting multiple body systems, and can significantly impact daily functioning.
• Prevalence: Higher among women, working-age individuals, disabled people, and health and social care workers.

Supporting Staff Off Work

• Initial Contact:
  • Ensure privacy and sufficient time for conversations.
  • Express support without pressuring for return dates.
  • Maintain confidentiality and agree on information sharing with colleagues.
• Ongoing Communication:
  • Schedule regular check-ins.
  • Discuss potential support services available through the organisation.
  • Encourage open dialogue about challenges and needs.

Return to Work Planning

• Preparation:
  • Assess the nature of the staff member’s role and potential adjustments.
  • Encourage the employee to reflect on tasks they feel capable of performing.
  • Consult occupational health and HR for guidance.
• During the Meeting:
  • Create a comfortable environment for discussion.
  • Collaboratively develop a return-to-work plan, considering:
    • Phased return schedules.
    • Flexible working hours.
    • Modified duties or redeployment.
    • Workplace accommodations (e.g., equipment, environment adjustments).
• Monitoring:
  • Regularly review and adjust the plan as needed.
  • Maintain open lines of communication to address emerging concerns.

Legal and Organizational Considerations

• Disability Recognition: Long COVID may be considered a disability under the Equality Act 2010, necessitating reasonable adjustments.
• Risk Assessments: Conduct individual risk assessments to identify and mitigate workplace hazards related to long COVID symptoms.
• Organizational Policies: Familiarize with and apply relevant workplace policies, ensuring compliance with legal obligations and best practices.

Manager’s Checklist

The RCN provides a detailed checklist for managers, covering:

• Supporting staff during absence.
• Planning and facilitating return to work.
• Implementing and reviewing workplace adjustments.
• Ensuring ongoing support and communication.

This checklist serves as a practical tool to guide managers in effectively supporting staff members dealing with long COVID.

For more detailed information and resources, please refer to the RCN’s official guidance: Supporting staff who are living with long COVID.