{"id":4267,"date":"2025-06-10T18:00:35","date_gmt":"2025-06-11T00:00:35","guid":{"rendered":"https:\/\/jeddywellness.com\/?p=4267"},"modified":"2026-03-29T11:46:32","modified_gmt":"2026-03-29T17:46:32","slug":"supporting-chronic-conditions-at-work","status":"publish","type":"post","link":"https:\/\/jeddywellness.com\/blog\/supporting-chronic-conditions-at-work\/","title":{"rendered":"Supporting Chronic Conditions at Work"},"content":{"rendered":"

Workplace Wellness Hour (May Recap)<\/h2>\n

Mental health remains a priority in today\u2019s workplace but it\u2019s also a space where many leaders and employees are still asking the same question: <\/b>How do we support others without overstepping?<\/i><\/b><\/p>\n

In May, Workplace Wellness Hour hosts Sumana Jeddy<\/a> and Felipe Cofi\u00f1o <\/a>used the bi-weekly LinkedIn Audio series to explore the nuances of offering support that\u2019s both helpful and respectful, while also shedding light on how chronic conditions can impact performance, presence, and overall well-being at work.<\/p>\n

Below, we\u2019re recapping key takeaways from both sessions to help you build a workplace culture that supports health without pressure, and care without crossing boundaries.<\/p>\n

Mental Health at Work: Supporting Without Overstepping (live on 05.12.2025)<\/h3>\n

What Is Psychological Safety?<\/b><\/p>\n

One of the biggest barriers to supporting mental health at work is discomfort<\/b>. While many employees acknowledge that mental health is a valid topic at work, most don\u2019t feel safe or comfortable bringing it up. That\u2019s where psychological safety<\/i> comes in.<\/p>\n

Psychological safety<\/b> means creating an environment where employees feel safe enough to show up as themselves, without fear of judgment or consequence. That might sound like a lofty goal, but it starts small. <\/p>\n

As Sumana reminded us, supporting someone doesn\u2019t mean solving their problem, it simply means showing up.<\/i> Whether it\u2019s offering their favourite coffee or sweet treat, a flexible deadline, or simply listening without pressure or agenda, these moments add up. You are not their therapist, but you can still show up with care.\u00a0<\/p>\n

The Power of Micro-Behaviors<\/b><\/p>\n

One key is paying attention to micro-behaviors<\/b>.\u00a0<\/p>\n

Is a normally chatty colleague suddenly quiet on Slack?\u00a0<\/p>\n

Has someone been \u201ccamera off\u201d more than usual in meetings?\u00a0<\/p>\n

These subtle shifts can be indicators that something is off. When in doubt, a low-pressure check-in that focuses on connection, not correction, can go a long way.<\/p>\n

Using the F.I.T.T. Framework for Everyday Support<\/b><\/p>\n

To help structure this kind of everyday support, leaders and coworkers can use the F.I.T.T. Framework <\/b><\/a>for workplace connections, previously shared by Jeddy Wellness. Designed as a \u201cconnection prescription,\u201d F.I.T.T.<\/b> stands for Frequency, Intensity, Time, and Type<\/b>. It\u2019s a simple but powerful guide to building intentional social support at work.<\/p>\n

Whether you\u2019re a manager or team member, using the F.I.T.T. framework helps reduce isolation and stress while strengthening team bonds and overall well-being.<\/p>\n

Why It Matters: The Health Impact of Workplace Conditions<\/b><\/p>\n

Work conditions directly influence health outcomes. <\/p>\n

Financial stress, long hours, and lack of autonomy don\u2019t just lead to burnout, they contribute to long-term health issues like hypertension, anxiety, and chronic fatigue. <\/p>\n

Embedding small, intentional connections into the workday creates an environment where employees feel seen, supported, and able to care for both their work and their wellness<\/p>\n

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\n\t\t\t\t\t\t\t\t\tMay 12 Replay
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Managing Chronic Conditions at Work (Live on 05.26.2025)
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As Felipe shared in the second session, chronic conditions are more common than many realize,<\/b> and far more impactful. From fatigue and anxiety to autoimmune disorders and PTSD, chronic conditions often lack visible markers. But their effects show up in how people work, communicate, and engage.<\/p>\n

The Cost of Inaction: Key Data<\/b><\/p>\n

According to data from WHO, the CDC, and other global organizations:<\/p>\n