Chronic Illness in your workplace — Don’t Let Your Best Employees Hit Rock Bottom Like I Did

Workplaces are full of high performers, problem solvers, and “resilient” team players who keep showing up… even when they’re silently battling something no one can see.For years, I was one of them.From the outside, I looked like I had it all under control. I was capable, driven, and dependable. But behind the scenes? I was navigating constant pain, bone-deep fatigue, relentless brain fog, and a nervous system running on fumes.Eventually, I hit rock bottom — and only then did I receive a formal diagnosis: Fibromyalgia.

A condition that affects an estimated 1 in 20 people in the UK, and yet is so often misunderstood or dismissed entirely because… it’s invisible.

Invisible Illness, Visible Impact

Chronic conditions like fibromyalgia, long COVID, ME/CFS, or autoimmune disorders don’t always look like illness. These conditions fluctuate, and those living with them often become experts at masking their symptoms — especially in professional environments where performance is prioritised over wellbeing.But here’s the truth:

Unseen doesn’t mean unreal.

And unspoken doesn’t mean unaffected.What I needed back then wasn’t special treatment.

It was understanding.

Flexibility.

Humanity.A workplace that recognised the signs, that offered support before crisis hit.

Why Employers Need to Pay Attention

• Invisible illness is common – Millions in the UK live with long-term conditions that impact energy, cognition, and capacity.
• The cost of inaction is high – Burnout, absenteeism, presenteeism, and turnover can all increase when employees don’t feel safe to speak up or supported when they do.
• The opportunity is powerful – Companies that foster wellbeing and psychological safety aren’t just kinder — they’re more innovative, productive, and trusted by their teams.

What You Can Do

1. Create a culture of openness
   Make it safe for employees to share health challenges without fear of stigma or judgment.
2. Offer flexible working options
   Hybrid models, adjusted hours, and autonomy can make the difference between burnout and balance.
3. Educate managers
   Train leadership to recognise the signs of hidden struggles — and how to respond with empathy.
4. Take proactive wellbeing seriously
   Support tools like breathwork, nervous system education, or trauma-informed resources aren't “woo”. They’re science-backed strategies for sustainable performance.

Your Best People Might Be Suffering in Silence

Don’t wait for them to break.

Don’t assume someone who seems “fine” is fine.

Be the kind of employer who sees beyond the surface — who values people not just for their output, but for their humanity.

Let’s Rethink Support Together

As someone who’s been there, I now work to raise awareness about invisible illness, emotional healing, and nervous system regulation — because we shouldn’t have to crash to be believed.If you’re ready to explore how to support wellbeing in your workplace — with empathy and effectiveness — let’s talk.