Irritable bowel syndrome (IBS) affects up to 20 percent of UK adults. It is one of the more common gastrointestinal disorders that are often misunderstood. This condition can lead to symptoms like abdominal pain, nausea, diarrhoea and constipation. It also affects the quality of life for those who suffer from it. IBS is a daily battle.
IBS is a condition that many organizations are unaware of, despite its prevalence. HR departments often miss it. IBS can cause physical discomfort, mental stress, and performance issues for those who suffer from it. Because of embarrassment and fear of judgement, many employees are reluctant to reveal their condition. It is therefore important that HR teams take IBS seriously and offer support.
Why should HR care about IBS?
IBS symptoms that are unpredictable and disruptive can have a significant impact on an employee’s performance. IBS can cause individuals to lose concentration and productivity, resulting in frequent bathroom breaks. This can be especially challenging in rigid workplaces.
Employees with IBS have unique challenges that go beyond their physical symptoms. Stress and anxiety are known to exacerbate IBS. Worrying about performance at work can worsen symptoms and lead to an increase in absenteeism or presenteeism. Employees may experience feelings of frustration, shame or isolation that can complicate their work environment.
This was my experience when I asked to sit nearer the toilets to make it easier to use. The response to my request was “the supervisor sits there always.” This attitude showed the lack of accommodation and understanding for employees with IBS. The focus was not on recognising that employees with IBS need flexibility and support but rather to maintain the status quo. This can alienate them further.
HR Intervention: The Importance
HR teams are crucial in creating a supportive, inclusive work environment. By proactively addressing IBS in the workplace, HR can foster a culture that encourages employees to discuss health issues with their colleagues and seek support when needed.
According to the Equality Act 2010 IBS is a disability when it significantly impacts an individual’s daily activities. Employers are therefore legally required to make reasonable accommodations. A lack of support can leave an organisation vulnerable to discrimination cases, which highlights the importance of taking a proactive approach.
Supporting Employees with IBS
HR departments can use several strategies to help employees with IBS. These strategies can help employees control their symptoms, and create a more productive workplace.
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Promote an Openness Culture and Support
It is important to create a culture of support where employees can feel comfortable talking about their health. HR can promote inclusivity through health initiatives such as seminars or workshops that raise awareness about IBS and chronic conditions. Encouragement of open dialogue reduces stigma and empowers staff to seek the necessary support.
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Flexible Work Arrangements
Flexible working arrangements are crucial to support employees with IBS. The symptoms can be unpredictable and may require breaks, remote working, or medical appointments. Flexible hours and allowing employees to take a break from their desks will reduce the stress of managing IBS. Access to bathrooms that are private or located conveniently can also help reduce the discomfort associated with flare-ups.
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Implement Reasonable Adjustments & Support Systems
Employers are required to make reasonable adjustments under the Equality Act 2010 for employees who have long-term illnesses, such as IBS. The adjustments may include giving employees more control over their workload, adjusting deadlines or providing ergonomic seats. Employee Assistance Programmes or occupational health services may offer useful guidance in managing symptoms and dealing with the emotional impact that IBS can have.
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Provide Therapeutic Assistance
Mental health is important for IBS patients, given the connection between IBS symptoms and mental health. IBS can cause employees to experience increased anxiety which can worsen their symptoms. HR can help employees by giving them access to mental resources such as stress management workshops or counselling.
CBT is also effective at reducing IBS symptoms, and the impact they have on your life. CBT showed the highest rate of recovery and improvement in IBS with 45.0%, 60.7%, and 60.7%, respectively, between 2022 and 23. Suitably trained therapists can be found via the British Association of Behavioural and Cognitive Therapy (BABCP) website https://babcp.com/CBTRegister/Search#/
Managers must also be trained in recognizing signs of anxiety and stress among employees with IBS, and providing compassionate support. It is important to create a culture in the workplace where asking for help is seen as normal. This can help employees manage psychological challenges related to IBS.
Conclusion
IBS, a condition that is common but invisible, can have a significant impact on employees’ mental and physical well-being as well as performance at work. It is important for HR departments to address IBS, and implement supportive strategies, in order to create a productive, inclusive workplace.
HR can support employees with IBS by fostering an open culture, providing flexible working arrangements, making adjustments that are reasonable, and offering mental health support. This will help them manage their condition, improve job satisfaction and contribute to overall organisational success. Supporting employees who have IBS is a moral obligation, not only a legal one. It will lead to a happier, healthier and more engaged workforce.
