Type 2 diabetes in the workforce is no longer a random concern, or an anomaly.
It's a critical business issue demanding immediate attention from HR professionals and wellbeing leads across the UK. With diabetes cases reaching unprecedented levels and workplace implications becoming increasingly apparent, the time for proactive action is now.
The statistics speak for themselves:
More than 5.8 million people in the UK are living with diabetes, an all-time high¹. Around 90% have type 2 diabetes², and alarmingly, nearly 1.3 million people could be living with undiagnosed type 2 diabetes³.
For HR professionals, this means a significant portion of your workforce is either managing diabetes or at risk of developing it.
Type 2 diabetes extends far beyond individual health concerns. Diabetes is a leading cause of serious yet preventable conditions, including kidney disease, strokes and retinopathy, which can lead to blindness⁴. Every week, diabetes leads to 184 amputations, over 980 strokes, 680 heart attacks and 3,230 cases of heart failure⁵.
For employees managing diabetes, the condition significantly affects workplace performance. Diabetes can impact productivity, eyesight, foot sensation, concentration and time off work⁶. Many employees struggle in silence due to the subtle nature of symptoms.
Risk factors include age, family history, ethnicity, and living with overweight or obesity⁷. Critically, people of Asian, Chinese, Black African and Black Caribbean ethnicities are two to four times more likely to have diabetes than White populations, with type 2 diabetes developing at lower weight thresholds for these groups⁸.
The economic implications are staggering. In 2023/24, there were 71 million diabetes prescription items in England – an increase of 21 million since 2015/16⁹. This represents significant NHS costs plus indirect workplace impacts.
Diabetes results in productivity losses through both absenteeism and presenteeism¹⁰. For UK businesses, the burden can be seen in increased sick leave, reduced productivity, higher healthcare costs, potential safety incidents, and workplace adjustment needs. Nearly one in five workers with diabetes have been disciplined for taking time off work¹¹, highlighting the disconnect between medical needs and workplace understanding.
Different industries face unique diabetes management challenges. The British Safety Council highlights serious worker health risks, particularly if hypoglycaemic episodes occur during hazardous tasks like operating machinery¹².
High-risk industries including manufacturing, construction, transport, and logistics face additional safety considerations. Diabetes can affect eyesight, foot sensation, and concentration, creating risks for machinery operation, driving, or working at height.
Office environments also present challenges. Employees may need regular breaks for blood sugar monitoring, appropriate facilities for medication administration, and manager understanding about energy and concentration impacts.
Healthcare and emergency services face their own unique pressures, as shift work and irregular meal patterns can complicate diabetes management, potentially affecting both employee wellbeing and patient safety.
Building Diabetes-aware Workplace Cultures
The British Safety Council survey reveals worrying knowledge gaps, with nearly three in five employers (59%) unaware of their legal responsibilities regarding workers with diabetes, while the same proportion don't implement appropriate risk assessments¹³.
While no specific diabetes workplace legislation exists, employers have duties under the Health and Safety at Work Act to ensure all employees' health, safety and welfare¹⁴. This includes conducting appropriate risk assessments for employees with diabetes, particularly in safety-critical roles.
Risk assessments should consider role-specific impacts, potential diabetes symptoms, emergency procedures for hypoglycaemic episodes, and necessary workplace adjustments¹⁵.
Many workers with type 2 diabetes don't disclose their condition through fear of stigmatisation¹⁶. Creating safe disclosure environments is crucial for wellbeing and workplace safety.
Effective policies should include provisions for regular blood sugar monitoring breaks, safe, discrete medication administration environments, flexible arrangements for medical appointments, and clear diabetes emergency management guidance.
Management education is essential. Six in ten people have no symptoms when diagnosed with diabetes¹⁷, which means many employees may be unaware they have the condition. Managers should understand potential signs including fatigue, frequent urination, increased thirst, and slow-healing wounds.
Training should cover type 1 versus type 2 diabetes differences, hypoglycaemia symptom recognition, appropriate emergency responses, and sensitive, effective employee support methods.
Did you know adults achieving the recommended weekly physical activity levels are up to 40% less likely to develop type 2 diabetes¹⁹?
Type 2 diabetes can often be prevented by maintaining healthy weight, eating balanced diets and staying active¹⁸. This presents opportunities for proactive workplace wellness programmes benefiting all employees while targeting diabetes prevention.
Workplace interventions can also include NHS Healthier You Diabetes Prevention Programme access, healthy eating initiatives, physical activity encouragement through active travel schemes or fitness facilities, and health screenings for early at-risk employee identification.
Simple workplace changes like promoting stair use, providing standing desks, or organising walking meetings can contribute significantly to prevention efforts.
When employees develop diabetes, appropriate support significantly impacts wellbeing and productivity. Regular health checks are essential for keeping people with diabetes well and preventing complications²⁰.
Professional healthcare support plays a crucial role in effective condition management, providing personalised diabetes advice, medication reviews, lifestyle guidance tailored to work demands, and return-to-work support following diabetes-related illness.
Quick access to professional medical advice can prevent minor issues becoming major health problems, reducing both absenteeism and extended time off needs.
Creating diabetes-aware workplaces isn't just about compliance, it's sound business practice. Supported employees are more engaged, productive, and loyal. Early intervention and prevention programmes reduce long-term healthcare costs and minimise diabetes-related complication disruptions.
With rising diabetes rates, businesses developing diabetes support expertise will have significant advantages in attracting and retaining talent from an increasingly affected workforce.
Start by assessing your current diabetes workplace approach.
Do managers understand their responsibilities? Are policies adequate? Do employees feel safe disclosing their condition?
Anonymous surveys are a good way to understand workforce diabetes prevalence and identify support gaps. Often, simple changes can have profound impacts on employee wellbeing and business outcomes.
The rise of type 2 diabetes represents both challenge and opportunity. Organisations recognising this trend early and implementing comprehensive support strategies will protect employee health while safeguarding their business against growing diabetes-related workplace costs.
Effective workplace diabetes management requires partnership between employers, employees, and healthcare professionals. By working together, we can create environments where people with diabetes thrive professionally while managing their condition effectively.
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