Long Covid and Work

After testing positive for Covid-19 on 23 August 2022 while on holiday, I returned to work in my role as an interim SPO. Within a week, my symptoms flared up, leading to 3 weeks’ sick leave.

Early October, I returned to work, based on half days from home. I undertook all operational work, apart from supervision and running meetings. Inevitably, tasks such as community allocations spilled over into the afternoons.

Functional Rehabilitation Programme

Taking account of symptoms like fatigue and blood tests that eliminated other illnesses, the GP diagnosed “post-covid syndrome”.

My manager referred me to Optima Health’s Functional Rehabilitation Programme.

I was shown a presentation about long Covid, which included a helpful analogy, comparing the virus’ impact to a battery low on power. Initially, the physiotherapist advised me to reduce my activity to leaving the house for 10 minutes a day. I kept a “fatigue diary” monitoring fatigue levels against tasks. Helpful weekly telephone calls followed.

In December 2022, sinusitis and a week of SPO duty triggered three months of sick leave. By February 2023, I had sufficient strength to interview successfully for the substantive SPO role.

Phased Return

In March, I agreed to return to work on a 3-month phased return. I was doubtful that I was ready for this but felt pressured by the OH assessor’s report. Further, I thought that it would leave me with 3 months of paid sick leave should I need it. When I rejoined Napo, my rep advised against taking further sick leave as I would not get another phased return. Since then, I have used annual leave when too unwell to work.

Subsequently, I was advised that my “fatigue scores” had been too high and that I could have refused to return to work. Although I was given light duties, the phased return failed.

Emotional stressors

Long Covid puts your body into a constant state of high alert thus emotional stressors cause stronger reactions.

I had skin rashes which left blood marks on bedding and clothes. Distressingly, I thought I had bed bugs, but eventually antihistamines resolved the problem.

I lost a tooth and was diagnosed with temporomandibular disorder, which is now managed by wearing a nightguard.

When I am fatigued, my body aches and only recovers by lying down for a rest. My short-term memory and ability to concentrate have also been affected.

Palpitations, low mood and insomnia meant I accessed counselling with the NHS as initially, PamAssist only offered an online CBT programme, which was not what I needed.

I found comfort in Medinger and Altman’s “The Long Covid Handbook” which described my symptoms and remedies such as sea air.

Workplace Adjustment Passport

In July 2023, MOJWAS helped create a W.A.P. and acknowledged I had a disability. My reasonable adjustments were to continue working from home, on tasks without tight deadlines, such as auditing and complaints.

My manager said I was welcome to join meetings, but for months I did not, thinking that as I was no longer managing a team, there was little point, and people might wonder why I was there. When I did attend meetings, I felt more included, I found I could make contributions, and it helped keep me abreast of developments.

Capability assessment

In January 2024, I had a capability assessment as the first step of the Ill Health Retirement process. This time I was assessed by a doctor with a good understanding of my condition. Because I had started a long Covid programme at St Thomas’ Hospital, she recommended specific adjustments, to be reviewed at the end of the course. My hours were limited to 15 a week, and I had a non-working day. Those adjustments helped and the group gave me invaluable peer contact.

IHR policy

I was fortunate in having both a supportive manager and a supportive Napo Rep, yet while we met regularly and while I understood the IHR policy, it took time before I acknowledged my concerns about what would happen to my income, assuming an IHR decision were reached. Initially, when I approached SSCL or my pension provider for guidance, they would refer me to the other.

SSCL has only recently explained to me how the transition from income to pension is likely to work and it was thanks to an accountant friend, that I gained an idea of what my monthly income might be following IHR.

Vocational Rehab

I took a month’s unpaid leave in April 2024 to regain energy and keep the option of partial retirement open, again to no avail. Happily, at this time, I was allocated an NHS occupational health therapist, whom I meet with most months. She is knowledgeable about long Covid, has signposted other resources and supported my IHR application. I am now ready to stop work and focus on my health and well-being.

My recommendations:

For the employee:

• Delay returning to work after C19/ long Covid sick leave until you feel ready, regardless of OH recommendation.
• Take independent medical advice before return.
• Ask GP for referral to an NHS long Covid programme.
• Remain engaged with PDU by attending meetings virtually.

For the employer:

• Refer employee to the Functional Rehabilitation Programme.
• Ensure OH assessments are carried out by a practitioner with knowledge of long Covid.
• Use OH assessment to create reasonable adjustments, make them as specific as possible and review regularly.
• Encourage virtual attendance at meetings and make the employee welcome.
• Ask the employee if they want the PDU to be informed about their condition and working arrangements.
• Encourage colleagues to acknowledge and contact an employee working solely from home.
• Create a network of “disability buddies” to support staff with long-term illness. They could signpost resources like MyHub and DAWN, provide information and emotional support.
• Initially, a “buddy” could pro-actively reach out to the employee.
• Go through policies and processes with the employee, considering that they are not fully well.
• Make information accessible regarding potential IHR income and the process of transition between salary and pension income.