Is Long Covid a Disability?

Figures from June 2021 revealed that around 370,000 people have self-reported as having “long covid” in the U.K. Those who have experienced covid-19-related symptoms and effects for a long period have been considered to have “long covid”.

There is current debate surrounding whether long covid is a disability or not. This debate is important for both employees and employers to be aware of, as it directly impacts employment. How long covid is being treated and referred to at work is key for both sides of the equation.

In this blog, we are going to discuss this long covid debate and how it should be dealt with in the workplace. 

Long Covid Symptoms

First things first, it is important to define what we mean by long covid and how it is experienced. 

The main symptoms of long covid that have been reported so far include:

• Fatigue
• Aches and pains
• Brain fog
• Memory loss
• Depression
• Anxiety
• Chest pain
• Joint pain

Different people can experience long covid in very different ways and that is ok. Their experience is valid and should be listened to and respected. Covid is still something we know relatively little about. New research is being conducted all the time. How we think about the infection and its consequences are, therefore, still quite fluid. This means that the best thing to do is simply listen to what people say about their own experience and respect it for what it is to them. 

From these most common symptoms, it is clear to see how long covid would have a negative impact on work. All of these symptoms would cause valid work-based complications and make it harder for people experiencing them to continue working in the way they did before. 

Therefore, it is both valid and important that we discuss long covid at work and whether it can be classified as a disability or not. 

Is Long Covid a Disability? 

The Equality Act of 2010 classifies someone as 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.”

This can cover quite a number of different disabilities, illnesses, and conditions, as many can have these effects on those living with them. The definition purposely focuses on how the person with the disability is affected by their condition, rather than ranking disabilities in any particular order or degree of severity. 

When it comes to long covid, then, someone can be classified as having a disability at work if their symptoms have had this ‘substantial’ and ‘long term’ effect, with long-term being defined here as 12 months or more. So, to qualify as disabled due to long covid, you will need to have been experiencing the symptoms for over a year. 

The best way for someone with long covid to approach this topic is to speak to their local GP. They will then be able to propose any necessary treatment or secondary signposting. They will also be able to write a note excusing the person from work for a certain period of time. Or, they can inform their employer of the adjustments they may need.

It is important to remember that your experience with long covid is valid. You are entitled to support at work and your employer should be responsive to this. Just because it is a condition we don’t know too much about yet, doesn’t mean you are entitled to support. To find out more about your rights at work, check out the dedicated section on our site. 

What Employers Should Know

The best way for employers to deal with the question of whether or not long covid is a disability or not is to focus on the experience of each individual employee. Rather than debating what is and isn’t a disability, employers should tune into what their employees are saying that they need at work for problems they are experiencing with their health. Long covid and its related symptoms can have a huge impact on how someone feels at work. It is your duty to respond to this situation with care and diligence. 

Employees with disabilities and health conditions can typically be best supported at work via reasonable adjustments being made. These reasonable adjustments can be anything from a special chair, flexible working hours, and extra equipment, to time off for appointments and treatment. Whatever it is, responding with kindness, compassion, and patience is the best way.  

If you are listening to what they need and doing your best to provide it, it doesn’t matter as much as what the argument over disability or non-disability comes to.

Support each employee as they need and you can avoid any future problems for both yourself and your workforce.

Find More Disability Employment Support at Careers with Disabilities 

Whether you are a disabled job seeker looking for a disability-friendly job or you are an employer searching for how to best support your disabled employees, you can find all the information you need on our site.

Our disability-friendly job board, services for employers, and Disability Advice Hub are your best places to start.