If the warmer months have you reaching for a tissue, eyebaths and antihistamine tablets, then know you are not alone. More than just an itchy nose, hayfever can hugely impact quality of life.
It is estimated that just over a quarter of us experience the itchy eyes, runny noses and sneezing fits that are characteristics of hayfever, or ‘allergic rhinitis’ to use its medical term.
If you are an employer, you are probably also feeling the effects of your employees’ allergic reaction. While their symptoms cause individual hay fever sufferers discomfort, the effect of the symptoms can also batter your bottom line.
The economic impact of hay fever is significant; a much-shared statistic suggests that reduced productivity due to symptoms costs the UK economy around £324 million annually. Other studies found that allergy sufferers experience a 40% decrease in productivity when pollen allergy symptoms are at their worst – this is also an effect of presenteeism – turning up for work while you are ill and just not being productive
Or – to put it into real terms – that’s the same as losing two full days’ work in a week. Another study by Well Pharmacy showed that one in five hay fever sufferers have taken time off work due to their allergy. The study found that the cold-like symptoms of the condition leave nearly four in ten struggling to perform their job duties effectively. As a result of these debilitating symptoms, 19% of the respondents reported having to call in sick from work.
However, the study also uncovered a concerning trend – a third of those who took time off work due to hayfever admitted to not being completely honest with their employer about the reason for their absence. They believed that their employer would not view hayfever as a valid excuse for taking time off.
According to the Met Office, hay fever sufferers may experience different levels of exposure to pollen depending on the time of day and the weather conditions. Understanding these peaks can help employees manage their hayfever symptoms more effectively.
Morning peak: Pollen levels are typically higher in the early morning, between 5am and 10am. This is because the air is cooler and calmer, allowing pollen to settle on the ground. If you are particularly sensitive to pollen, it may be best to plan indoor tasks or limit outdoor exposure during this period.
Afternoon peak: Pollen levels tend to rise again in the late afternoon, between 4pm and 7pm, as temperatures cool down. This is especially true on hot and dry summer days when grass and weed pollen are most prevalent.
Individual triggers: While the general peaks can be helpful guidelines, it’s important to remember that individual triggers can vary. Some people may be more sensitive to certain types of pollen, such as tree pollen or ragweed. Identifying your specific triggers can help you navigate pollen season.
Hayfever is a common allergy during the summer months and does not have the same level of employer responsibilities for reasonable adjustments at work in the same was as, say, a nut allergy.
While there is no legal right for employees with allergies to work from home ‘just because’ they have hayfever, it makes sense for the employee and employer to find a balance to keep wellbeing and productivity high. What might be a suitable solution for one person might not work for another situation.
If a staff member who is struggling with any aspect of their health, including hayfever, it makes sense for the employee and employer to find a balance to keep wellbeing and productivity high.
What might be a suitable solution for one person might not work for another situation.
If the individual can work from home and they can be more productive there, then it’s a reasonable starting point for a conversation. If an employee needs to be in the office or workplace, then a reasonable conversation could include what adjustments might be made to make the employee’s life easier.
A flexible working arrangement for employees with allergies may include allowing employees to work from home on days when their symptoms are particularly severe or granting flexible hours to avoid peak pollen exposure times.
In deciding whether symptoms are serious enough for a staff member to stay at home, employers could ask themselves: Where can the employee best manage their symptoms? Will they be productive if they were to come in?
A private GP can offer a greater range hayfever treatments than provided over the counter or on the NHS
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By prioritising employee health and well-being, employers can create a positive work environment that benefits both the company and its staff.
Every employer knows that if they can work with their staff members to promote health and happiness, then they’re more productive and it’s better all round. We call this a win-win.
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