Managing Chronic Fatigue at Work

Managing chronic fatigue syndrome (CFS) or myalgic encephalomyelitis (ME/CFS) in the workplace requires a collaborative approach, focusing on flexible work arrangements, open communication, and reasonable adjustments to accommodate individual needs and ensure productivity.

Here's a breakdown of key strategies:

For Employees with CFS/ME:

Open Communication: Discuss your condition and symptoms with your employer and HR department, and seek guidance from occupational health professionals. 

Pacing and Prioritisation: Learn to pace your activities, prioritise tasks, and avoid overexertion. 

Seek Medical Advice: Follow the advice of your doctor or specialist regarding activity management and symptom relief. 

Flexible Work Arrangements: Consider options like reduced hours, remote work, flexible start/end times, and job sharing. 

Take Breaks: Ensure you take regular breaks throughout the day to rest and recharge. 

Utilise Sick Leave and Paid Time Off: Don't hesitate to use sick leave and paid time off when needed to manage your symptoms. 

Consider Workplace Adjustments: Explore adjustments to your workstation, lighting, or other environmental factors that might exacerbate fatigue. 

Learn Relaxation Techniques: Incorporate relaxation techniques like deep breathing, muscle relaxation, or massage to manage stress and anxiety. 

Engage in Movement Therapies: Consider movement therapies like stretching, yoga, or tai chi to promote well-being. 

Maintain a Healthy Lifestyle: Prioritise good sleep hygiene, a balanced diet, and regular hydration. 

Seek Support: Connect with support groups or organisations that specialise in ME/CFS for peer support and information. 

For Employers:

Recognise CFS/ME as a Disability: Understand that CFS/ME is a recognised disability under the Equality Act 2010, and employers have to make reasonable adjustments. 

Conduct Assessments: Assess the employee's capabilities and needs to identify appropriate adjustments. 

Develop a Return-to-Work Plan: Work with the employee and occupational health professionals to develop a phased return-to-work plan. 

Provide Support: Offer flexible work arrangements, reasonable adjustments, and a supportive work environment. 

Promote Open Communication: Encourage open communication between employees and management regarding health concerns. 

Educate Employees and Managers: Provide education and training on CFS/ME to raise awareness and promote understanding. 

Consider Occupational Health Services: Utilise occupational health services to provide guidance and support for employees with CFS/ME. 

Be Flexible: Be prepared to make adjustments as needed, and be understanding of the employee's fluctuating symptoms. 

Review Policies: Review workplace policies and procedures to ensure they are inclusive and supportive of employees with disabilities. 

Further reading and research

Evidence-based guidance for employers - Most people with CFS/ME are likely to fall under the remit of the Disability Discrimination Act 1995, where there is a requirement to make reasonable adjustments.

Occupational aspects of the management of Chronic Fatigue Syndrome: Evidence guidelines for employees

NHS Health at Work Network - Chronic Fatigue Syndrome - Careers with Disabilities