How Employers Can Promote a Culture of Wellbeing for Employees with Chronic Pain

It's tragic when people start equating jobs and workplaces with stress. Although work is supposed to be a blessing and not a burden, many employees dread the thought of Monday mornings. 

According to the American Institute of Stress, work-related stress has increased steadily in the past few decades. Workers are overwhelmed due to lots of work demands with little control over their schedules or deadlines. 

Such stress significantly damages the organs, leading to conditions like coronary heart disease and hypertension. In cities like New York, any police officer who dies on or off duty due to a coronary event is assumed to have suffered a work-related injury. 

Yes, the situation is that bad. One can only imagine what employees with chronic pain may go through. The stress would only worsen the symptoms of pain, or lead to hyperalgesia. It is a form of pain sensitivity in which chronic pain feels to be more intense than it really is. 

Employers need to create a culture of well-being specifically for such employees. In this article, we will discuss four ways to make this happen. 

Implement Flexible Work Arrangements 

First, employers must identify which team members suffer from chronic pain. Some of the key indicators include - 

• Frequent absenteeism due to pain flare-ups or doctor appointments 
• Reduced work performance like missing deadlines, difficulty concentrating, and slower work pace 
• Visible signs of discomfort, including frequent stretching, difficulty in sitting or moving, etc. 
• Requests regarding ergonomic work adjustments or specific pain triggers 
• Increased reliance on over-the-counter medication 
• Noticeable irritability or mood swings related to pain levels 

If you suspect anyone may match these criteria, have a one-on-one conversation about their chronic pain. You can even ask employees directly to open up about their issues. 

Once they do, propose a flexible work arrangement. According to Workable, this is a bit of a complex concept due to time and location. Some jobs can be performed remotely but they must be done at fixed schedules, like customer service. 

Others, like positions in stocking, cannot be performed remotely but they're not time-bound. In some other cases, flexible work schedules can mean clocking in early in the morning and leaving shortly after lunch. 

You need to implement flexible work arrangements for employees with chronic pain based on their daily tasks. Consider reduced workload options or a part-time setup depending on the situation. Conversely, you can also allow such employees to have adjusted schedules or work from home on certain days of the week. 

Provide Access to Pain Management Resources 

The question employers must ask themselves is why should employee benefits be extended only to health insurance. When you become aware of certain employees struggling with chronic pain management, make good resources accessible. 

This may include partnering with healthcare providers to offer pain management programs. You can conduct personal wellness sessions to educate such employees on chronic pain and effective ways to manage them. 

In many cases, you may have to organize physical therapy sessions or exercise classes that address the pain. In other cases, the employee may be prescribed pain-reducing opioids. For the latter cases, a multifaceted approach will be required. 

This is because opioids are often prescribed as a last resort for chronic pain due to the risks of dependence and addiction. Moreover, the treatment options for opioid use disorder are also largely questionable. 

The Stanford Institute for Economic Policy Research states that employers have had to deal with issues like lower productivity, reduced sales, and increased healthcare costs due to an opioid crisis. What's shocking is that around one in four workers prescribed an opioid for long-term pain management develops an addiction. 

You need to address the potential for opioid addiction. Discuss the addiction statistics with employees during wellness sessions. Caution them about how challenging it is to overcome, which brings us to the next point of concern. There are treatment options for opioid use disorder but they carry a whole other set of risks. 

For instance, Suboxone is one of the main medications prescribed for opioid addiction. It is effective in managing withdrawal symptoms and opioid cravings. Plus, it has a low potential for addiction. 

However, many patients developed serious oral health problems due to continued Suboxone consumption. TorHoerman Law shares some dental injuries linked with Suboxone use, including - 

• Gum disease 
• Cavities 
• Tooth decay 
• Sensitivity issues 
• Loss of enamel 
• Oral infections 
• Dry mouth 

The corrective procedures for such injuries are expensive. Injured patients have filed a Suboxone tooth decay lawsuit against the manufacturer, Indivior. It is expected that average settlement amounts may range between $50,000 and $150,000. 

Given how complicated the scenario can become, employers need to take preventative measures. These could include (but not be limited to) - 

• Open communication about pain management and potential addiction risks
• Access to Employee Assistance Programs (EAPs)
• Conducting random drug tests 
• Implementing responsible prescription practices 
• Creating an environment where employees are able to openly share concerns regarding addictive behaviors

Foster a Supportive Work Environment 

As much as employers must assist their employees in dealing with chronic pain, they also need to get others involved. This is crucial to creating a culture of well-being. 

Unless other employees are aware of chronic pain and its implications, they may participate in micro-aggressive behaviors. Awareness and empathy are required at all levels of the organization. 

This means high-level executives and managers must be trained to be understanding and accommodating when dealing with employees with chronic pain. They must be willing to listen to employee concerns and reduce workload when needed. 

Moreover, regular check-ins are needed to ensure employee needs are not being dismissed. Establish clear policies when it comes to reasonable adjustments and leaves. 

For instance, other employees can be taught how to spot the unmistakable signs of discomfort or burnout associated with chronic pain. They can also be trained on different approaches that may help colleagues with chronic pain. 

Based on the points we have discussed, would you say your workplace culture is optimized for the needs of employees with chronic pain? If not, you now have tips on how to promote a culture of well-being and wellness. So, what steps will you take in your employees’ favor going forward?