From payment to purpose: Supporting chronic conditions at work

 Matt Smith, Rehabilitation Manager, Group Protection at Aviva, examines how chronic conditions are redefining the workplace, and why protection insurance must evolve from a financial safety net into a proactive support system that empowers employees to stay connected to their work and wellbeing.

Chronic health conditions are reshaping the modern workforce. More than a third of working-age adults in the UK now live with a long-term condition[1], and many of these, such as fibromyalgia, chronic fatigue syndrome, long COVID and post-viral fatigue, are complex, fluctuating, and often invisible.

For employers, this presents a growing challenge: how to support employees whose health may not follow a predictable path, and whose needs go beyond traditional sick pay or absence policies.

But it also presents an opportunity, to rethink what meaningful support looks like in today’s workplace.
 

Employees expect more than just empathy

Living with a long-term condition affects more than just physical health. It can impact confidence, mental wellbeing, and a person’s ability to stay connected to their role. And employees are increasingly expecting their employers to respond with more than just good intentions.

Aviva’s recent survey of over 1,200 UK employees [2] found:

• 78.8% would be more likely to stay with or choose an employer who actively helps them stay in or return to work after illness
• 78.9% want employers to offer comprehensive workplace health support
• 71.4% want clearer information on sick pay and rehabilitation services
• 73.9% believe employers have a duty of care to support employees through ill-health

These expectations are clear. Employees want practical, proactive support, and they notice when it’s missing.

Why this matters for employers

Whether your clients are a large corporation or a small growing business, the health of their workforce is central to success. Long-term health conditions are increasingly common, and increasingly complex. By embedding support for long term conditions into a clients’ employee benefits strategy through Group Income Protection (GIP), it can help:

• Reduce long-term absence through early intervention and tailored recovery support
• Boost morale and retention by demonstrating genuine care and commitment
• Build a more inclusive and resilient workforce that supports people through health challenges
• Show a proactive duty of care that goes beyond compliance

Importantly for employers, making sure employees know about the support available is just as vital as offering it. With tools like Aviva’s Employer Hub and Employee Hub, businesses can raise awareness, encourage open conversations, and ensure that wellbeing support is not only accessible, but actively used and understood.

More than a payment

Whilst Group Income Protection is often seen purely as a financial benefit, when a GIP policy includes access to rehabilitation support, the value goes far beyond money.

Rehabilitation pathways are designed to provide early intervention, clinical expertise, and vocational support, these can help employees stay connected to their role, their income, and most importantly their wellbeing.

In 2024, 86% of employees using a rehabilitation pathway stayed in work or successfully returned [3]. That’s not just good for the employee, it’s good for the business.

And the need is growing. In the same year, 15% of Aviva’s rehabilitation referrals were for persistent or recurring symptoms not covered by other pathways, conditions like chronic fatigue syndrome, fibromyalgia, rheumatoid arthritis, and long COVID.

To meet this need, Aviva introduced the Long-Term Conditions Pathway, a dedicated service offering tailored support for employees managing these complex and often misunderstood conditions. It includes:

• Early referral and case management
• Access to clinical specialists
• Tailored rehabilitation via partners like Working-To-Wellbeing
• Return-to-work planning
• Signposting to additional support such as EAPs, private medical insurance, and charities

When life is disrupted, the financial support from a group protection policy provides stability but it’s rehabilitation that helps employees rebuild, recover, and reconnect with their work. Together, they form a complete safety net: one that protects income and promotes wellbeing.

Early intervention, rehabilitation and clinical pathways services are non-contractual and can be changed or withdrawn at any time.

A payment helps with bills. A pathway helps with life.

As financial advisers, you’re in a unique position to guide clients toward smarter, more compassionate protection strategies, ones that include rehabilitation pathways and proactive support for chronic conditions.

For employers, this could mean fewer absences, stronger retention, and a more inclusive culture.
For employees, it means dignity, confidence, and the ability to keep doing what matters, even while managing a long-term condition.

Group Income Protection isn’t just a policy. It’s a partnership between employer, employee, and insurer. And when that partnership includes rehabilitation pathways, it becomes more than a benefit. It becomes a commitment to care.

Sources:

1] Office for National Statistics - Rising ill-health and economic inactivity because of long-term sickness, UK: 2019 to 2023 .  Contains public sector information licensed under the Open Government Licence v3.0.
2] Aviva Research.  The research was conducted by Censuswide with 1,235 full time and part time employees (aged 16+) across the UK between 02.06.2025 - 04.06.2025. Censuswide abide by and employ members of the Market Research Society which is based on the ESOMAR principles and are members of The British Polling Council.
3] Aviva Group Protection Claims and Wellbeing Insight Report 2025

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