4 Ways to Help Workers Manage Pain-Related Mental Health Challenges

Ed note: Posts published on From the Workplace are written by outside contributors and do not necessarily reflect the view or opinion of SHRM.

One in four people in the U.S. live in chronic pain, pain that lasts three months or more. Approximately 40% are in the workforce and while physical limitations associated with pain get the most attention by employers, the mental health impacts of chronic pain are just as important. Forty-two% of workers in pain say they regularly experience loneliness, 64% are less likely to view their job as rewarding, and 28% are more likely to perceive discrimination at work. Chronic pain is also associated with increased levels of anxiety and depression. Together these challenges create work-related stress, impacting worker productivity.

Because of the invisible nature of chronic pain, it is often difficult to identify when a worker is struggling with their emotional health. Workplace policies and cultures also can create barriers to helping workers in chronic pain gain the support they need to help avoid absenteeism and presenteeism. For employers aiming to support employee well-being and productivity, recognizing and addressing the mental health impact of chronic pain is essential.

Understanding the Biopsychosocial Nature of Pain

If we put our hand on a hot stove, pain signals tell us to retract our hand to keep us safe. With chronic pain, a pain signal that may start as an acute pain response to an injury can become neuroplastic pain, where a pain signal gets turned on but cannot turn off. This is common for most people with persistent chronic pain and these brain signals create a non-stop flight or fight response which can have profound psychological effects over time.

The ongoing struggle to manage discomfort, coupled with fears about job performance, job security, and workplace stigma, can intensify emotional distress. With increased anxiety, depression, and stress, an employee’s pain can be amplified. These challenges also can limit cognitive function (think “brain fog”) and make it difficult to concentrate at work.

Why Employers Should Care

Ignoring the mental health challenges associated with chronic pain can lead to lower productivity, higher absenteeism, and increased health care costs. Employees who feel unsupported may disengage from their work or seek employment elsewhere, leading to higher turnover rates. By proactively addressing these challenges, employers can create a more inclusive, productive, and mentally healthy workforce.

Strategies to Support Employees

1. Cultivate a supportive workplace culture: A workplace that acknowledges and accommodates chronic pain fosters psychological safety for employees. Employers can train managers to recognize when an employee might be struggling emotionally due to pain-related mental health challenges and develop networks for employees with persistent pain so they can connect with others and feel supported.

2. Offer flexible work arrangements: Chronic pain is unpredictable, and rigid work schedules can exacerbate stress and discomfort. Employers can support affected employees by offering remote or hybrid options as well as flexible scheduling to reduce the physical strain from commuting which can decrease stress, which can improve chronic pain.

3. Provide access to mental health and pain management resources: The biopsychosocial nature of chronic pain has been well-studied and interventions that include mental health supports within broader pain management strategies can improve overall well-being. Employers can expand their health benefit offerings to include pain-related mental health services and programs and educate employees about the importance of addressing mental health to reduce pain.

4. Address workplace policies and benefits: Understanding how your overall workplace policies impact employees with chronic pain is a critical step in creating a supportive work environment. Employers should review their policies to ensure they support employees with chronic pain and mental health conditions. This may include evaluating the comprehensiveness of your health benefits and sick leave and disability policies.

Recognizing that chronic pain is both a physical and psychological challenge is the first step toward a more inclusive and supportive workplace. These simple four steps can put employers on the right track to supporting employees and creating a more productive workplace for everyone.

Mara Baer is a writer, speaker, and health policy consultant offering services through her women-owned small business AgoHealth LLC and writes a free chronic pain newsletter called Chronic Pain Chats.