Information and guidance for employers on supporting employees who have respiratory conditions including legal obligations.
Due to Coronavirus (COVID-19), there may be further support required for your employee who has a health condition due to their respiratory condition.
They may be in the category identified by the Scottish Government at very high risk of severe illness from COVID-19. To protect themselves, they have been issued with a letter informing them of
shielding (external site) and what this means for them.
Within this shielding letter, there is lots of information on support for them. They can also use this to provide evidence to you as their employer that they cannot work outside their own home.
If they have not received a letter requesting them to follow shielding protocol, you may find that they still fall into a category of higher risk. This can be identified by the fact they get offered the flu vaccine by their GP. They do not need to accept this offer, but they need to have been classified by their GP as needing it because of their health condition.
Approximately 1 in 5 people in the UK have developed some form of respiratory condition, with over half of them needing to take some form of treatment, such as inhalers, to control the condition. Respiratory condition may also be known as lung disease/disorder and pulmonary disease.
The respiratory tract is the system that allows you to breathe air into your lungs and out again. When talking about the respiratory tract we include the throat, the trachea known as the windpipe and the lungs.
Respiratory conditions may be caused by
Work-related respiratory conditions covers a range of illnesses that are caused or made worse by breathing in hazardous substances that damage the lungs such as dusts, fumes and gases. The most prevalent of these conditions are chronic obstructive pulmonary disease (COPD), asthma and silicosis.
Some workplace settings and job roles are more at risk of respiratory conditions. These include
If the cause of the respiratory condition is thought to be work related then as the employer you have a duty of care to ensure that you control the risks and prevent exposure as much as is reasonably practicable. Get more information on what you need to do to protect your staff on our
There are various different types of respiratory condition. Some of the common ones include
The symptoms of a respiratory condition differ slightly depending on which type the person has and which part of the respiratory system is affected, but the most common symptoms include
The symptoms vary from person to person, and can be worse in the winter months when they are more susceptible to colds and flu, when implementing support in the workplace an understanding of the condition and the possibly symptoms and triggers is useful.
The GP may ask them to go for a chest x-ray or carry out a test called spirometry which is a non-invasive test to assess lung function, this test can be carried out in the GP practice if available. They may also carry out an arterial blood test, which is blood from an artery rather than a vein to measure blood gases (oxygen; carbon dioxide and others).
These tests help the medical practitioner (GP or other) to diagnose respiratory conditions and determine what treatment would work best.
Treatment can ease the symptoms, prevent complications and slow disease progression. Medication may include inhalers that include bronchodilators to help relax the muscles of the airway, and help widen them so you can breathe easier, these can also be given via a nebulizer. These might cause other side effects that you might need to consider in the work place.
They may also be prescribed oxygen therapy if their blood oxygen levels are too low, and may be given a portable unit to help maintain normal activity, if this is the case then you would need to also consider your fire and emergency arrangements in your risk assessment process.
Your employee may have more than one health care provider treating them including the GP and respiratory specialists; and depending on the type of respiratory condition ie
lung cancer they may need to be seen by a surgical consultant and oncologist.
You may find employees with a diagnosis of respiratory condition may have increased levels of sickness absence, especially in the winter months, or they may need to attend the hospital, their GP or their specialist more frequently than those without the health condition.
Authorised absence, out with the normal organisation sickness absence triggers, should be considered an appropriate adjustment under the Equality Act 2010, this would be identified within your Supporting Staff Attendance Policy.
If you feel your policy doesn’t include this, you can get support from our
Supporting staff attendance pages.
Other areas that you can consider when supporting an employee with a respiratory condition may include
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For information on workplace health, safety and wellbeing, you can speak to one of our specialist advisors.