It’s been over five years since the first Covid-19 lockdown. For many, the pandemic feels like a distant memory. But for some employees, the effects of the virus are still very present, every single day.
You may have someone on your team who’s been off work or pushing through despite ongoing tiredness, poor concentration, breathlessness, or mental health struggles. This might not be “just life”, it could be Long Covid.
So, if you’re a business owner with an employee who’s still not bounced back or who’s been dipping in and out of work due to health issues, it’s important to know how to deal with them.
What Is Long Covid (and Why Is It Still Around)?
Long Covid refers to symptoms that continue 4 weeks or more after a Covid infection. These symptoms can last months (or even years!) and may affect people who had only mild symptoms in the early stages of the virus.
The most common symptoms include:
- Fatigue that doesn’t improve with rest
- “Brain fog” or poor concentration
- Chest pain and breathlessness
- Muscle aches and joint pain
- Anxiety, depression, or sleep issues
- Ongoing headaches, dizziness, and heart palpitations
According to the Office for National Statistics, as of early 2025, over 1.9 million people report Long Covid symptoms, more than 40% have lived with symptoms for two years or more, nearly 70% say it impacts their daily lives and many are still unable to return to full-time work.
This means employers, especially small businesses, are still very much on the front line when it comes to managing the impact.
What Should You Do as an Employer?
You might not have in-house HR or occupational health support, but you are expected to manage this fairly, consistently, and with empathy. Here’s how to do that in a practical, no-nonsense way:
1. Don’t Assume It’s Over
It’s easy to think Covid is “done” but Long Covid cases haven’t gone away. If an employee is frequently unwell, working below capacity, or struggling to keep up with their normal duties, don’t dismiss it as burnout or bad habits.
Have a private chat. Be open, non-judgmental, and ask:
- How are they feeling now?
- Are there any symptoms getting in the way of work?
- What do they need to feel more supported?
Just asking can make a huge difference and gives you clarity before things escalate.
2. Get Medical or Occupational Health Input
You’re not a doctor. So don’t try to guess what’s best for them or for your business.
Instead, ask for a GP fit note. If this does not give you much information, you can engage with an Occupational Health provider (there are many outsourced providers who can help) who can provide you with a written summary of how their symptoms may affect their work.
This protects you and your businessensuresyou are making informed decisions, and creates a clear plan for moving forward.
3. Consider Reasonable Adjustments
With medical advice in hand, think about what’s possible.
That might include:
- A phased return to work
- Changes to hours or duties
- More frequent breaks or rest periods
- Temporary remote work
- Spacing out mentally demanding tasks
You’re not expected to overhaul the businessbut the Equality Act 2010 does require you to consider reasonable adjustments, especially if Long Covid is now classed as a disability (which it often is after 12 months of symptoms).
4. Review Your Absence Process
Long Covid can mean long periodsoffsickor irregular absence that’s hard to predict. This is where your absence management policy becomes essential.
Be sure your process covers:
- When to request medical evidence
- When to arrange Occupational Healthreferrals
- How and when to hold formal absence reviews
- What to do if absence becomes long-term or the employees’ capability is in question
Even in a small team, documentation matters. Keep notes, follow your process, and be consistent with every employee.
5. Know When to Get HR Advice
If you’re unsure whether to keep making adjustments, how long to wait, or whether you’ve “done enough” ,this is the moment to speak to an HR professional.
Why? Because Long Covid-related disputes can become legal issues if the employee has a protected characteristic (like disability), they feel unsupported or unfairly treated or there’s no paper trail to back your decisions.
At Dakota Blue Consulting, we support business owners through situations like this all the time, balancing your duty of care with the commercial reality of running a business.
Don’t Need to Fix It, Just Handle It Fairly
No one expects you to have all the answers. But as a responsible employer, you are expected to show you listened, you acted fairly, you followed the right steps and you got expert input when needed.
That’s not just good leadership; it’s protection for you, your team, and your business.
Need help managing a tricky absence or Long Covid case?
Whether you need a second opinion, a formal absence review process, or just someone to talk through next steps, we're here.
Get in touch with Dakota Blue Consulting for calm, commercially-driven HR support that helps your business move forward with clarity and confidence.