Pain Service - Chronic Pain and Work: A 5 Minute Guide for Employers

What is chronic pain?

• Chronic pain is a long-term health condition recognised by the World Health Organisation[1]
• 28 million adults in the UK are affected by chronic (persistent, non-malignant) pain[2]
• It can affect people of all ages and abilities and can reduce participation in leisure and work activities
• Medicines have limited benefit and currently there is no medical cure
• Chronic pain is caused by hypersensitivity of the nervous system, so that pain continues in the absence of ongoing tissue damage or disease

References

1. Gureje, O., Von Korff, M., Simon, G. E., & Gater, R. (1998). Persistent pain and well-being: a World Health Organization study in primary care.  Jama, 280(2), 147-151.
2. http://www.nhs.uk/news/2016/06June/Pages/ Almost-half-of-all-UKen-adults-may-be-livingwith- chronic-pain.aspx

Common myths about chronic pain:

Myth 1
Pain is imaginary or caused by psychological factors.

Myth 2
The pain is a sign of serious structural damage.

Myth 3
Activity should be avoided completely and prolonged rest is helpful.

Myth 4
The person can only return to work when they are 100% pain free.

Myth 5
If you have pain you just need to ignore it and get on with it.

Common concerns at work for people with chronic pain

• Prolonged activity including sitting, standing, or lifting can aggravate pain.
• Stress can aggravate pain
• People worry about not being believed by others, especially if they have had to take time off
• Pain flare-ups, where pain intensifies for a brief period of time, are a normal part of a chronic pain condition. Employees worry that time off during pain flare-ups will lead to disciplinary action and/or the perception that they are lazy
• Chronic pain can have a negative impact on confidence. Employees may over-compensate for pain-related absences by overdoing which can lead to a flare-up and further absence

How can employers help?

Implementation of pain management strategies help people to stay in work, be more productive, and reduce sickness absence. As an employer, you can support this by:

• Arranging a meeting with the employee to discuss pain management strategies learned as part of rehabilitation
• Allowing the opportunity for regular brief breaks. This helps people to pace their activity levels and gives them the opportunity to do stretches or other exercises that will help
• Identifying ways to limit stress such as setting up a manageable workload or schedule. Simply showing that you are supportive to employees with long-term health conditions can help to reduce stress
• Considering flexible working options especially during a flare- up e.g. agreeing in advance a temporary change in hours or location of work if possible
• Agreeing sickness absence and return to work plan in advance of flare-ups. This may include ways to maintain contact during absence, recording chronic pain as disability absence separately from other sickness absence, and having a clear and achievable ‘return to work’ plan
• Making appropriate adjustments to the workspace or providing additional equipment to assist with tasks

Chronic Pain and the Equality Act 2010

Having a chronic pain condition is covered under the Equality Act 2010.

Employers have a duty to make reasonable adjustments to prevent employees with chronic pain/long term health conditions being substantially disadvantaged. Reasonable adjustments are changes that can be made to remove or reduce the effect of a disability, enabling people with chronic pain to do and apply for jobs.

This includes changes within the workplace environment and/or changes to the way things are done. Sometimes financial support may be available to employers to help adjustments to be made in the workplace, such as The Access To Work Scheme. For further information please refer to the Equality Act 2010 on the UK Government Website.

For more information:

Tel: 0161 206 4002

Pain management programme work goals

During pain management rehabilitation, people often identify minor changes they can make at work which may help them to manage pain more effectively.

NAME:

has identified the following potential changes which they would like to discuss with you to consider if they are feasible”.