Long COVID is a general term that describes signs and symptoms that continue after COVID-19 infection and describes the continuation of symptoms beyond 4 or 8 or 12 weeks. in many cases the symptoms persist for longer. These symptoms are varied and can change in severity over time. According to the UK Office for National Statistics, the most common symptoms of long-term COVID before the spread of the Omicron variant during the winter of 2021 were fatigue (51% of respondents), loss of smell (37%), shortness of breath (36 %) and difficulty concentrating (28%). Other symptoms of the condition may include anxiety, persistent cough, chest pain, headaches, insomnia and muscle aches. Those most likely to be at risk for long-term COVID include people with asthma, diabetes or those who have previously had a severe COVID period. Younger women and people in older age groups are also more likely to develop long-term COVID. Even people who are asymptomatic (show no external signs of infection) may have long-term COVID, which can significantly damage both their physical and mental health and may delay diagnosis. Since coronavirus has been a potentially debilitating condition for a long time, how can its effects on both individuals and businesses be better addressed? The first line of any disease management process in a company is its Human Resources team. These teams must be equipped to respond effectively, both addressing employee concerns and ensuring a safe working environment for their overall workforce. As the condition often leads to long periods of absence, human resources policies should be updated to include clear guidelines for such situations. These will require regular reviews to stay up to date with legal regulations. Counseling services can also help organizations identify and adapt policy changes, especially if long-term COVID and its consequences lead to debilitating conditions for individuals. More broadly, ensuring that the workforce is aware of the symptoms and mitigation measures to protect against long-term COVID can help achieve an effective diagnosis at an early stage. The most important measure against long-term COVID is vaccination. Employers should continue to focus on encouraging their employees to be vaccinated and supported whenever they are eligible. A variety of resources, such as online seminars, meals and courses, or visits from health professionals are proven methods of sharing vital information. Ensuring safeguards such as social distance and face masks – as well as encouraging vaccine absorption – is also part of ensuring that both the human resources team and the wider workforce are as prepared as they can against exposure to COVID. . Consider adding precautionary measures even when not required by the government. A crucial aspect of an employer’s duty to care for its employees is easy access to quality care for COVID employees. This should be flexible enough to incorporate not only ad hoc questions related to a health condition, but also urgent requests for medical help. These services can be provided by a specialist health partner, unlocking access to a global network of expertise for any question or emergency. The rapid onset of the COVID-19 global pandemic has also brought mental health and emotional struggles to the forefront of the wellness agenda. It is important to remember that people affected by COVID may be susceptible to mental health problems. Make sure your people’s emotional needs are met by dedicated professionals through an occupational health care provider or employee assistance program. Long-term COVID is a major challenge for any business. We will know the exact extent of its impact over time, but with a precautionary and flexible strategy, its impact on your workforce and your business continuity can be minimized and regulated. To learn more about International SOS and how it can support you in mitigating the effects of long-term COVID, contact Claire Westbrook-Keir, Core Account Manager: [email protected]
