Your Best Employees Are Struggling with Illness and Pain—Here’s How to Help Without Lowering Performance
You’re Missing Something.
Right now, some of your best employees—your high-performers, your most reliable people—are pushing through chronic pain, illness, and invisible health challenges.
They’re the ones who show up, meet deadlines, and lead projects. But behind the scenes? They’re managing fatigue, brain fog, migraines, musculoskeletal pain, or autoimmune flares.
And the scariest part? They’re not telling you.
Not because they don’t trust you—but because they fear the one thing that hardworking employees dread most: being seen as weak.
Pain & Illness at Work: The Silent Performance Killer
The latest research in pain neuroscience and workplace performance tells us something surprising:
Chronic pain isn’t just a personal problem. It’s a performance problem.
Employees with persistent pain have 29% higher absenteeism and are twice as likely to leave their job.
Cognitive research shows pain reduces working memory and executive function—critical for problem-solving and decision-making.
The brain treats chronic pain like a second full-time job, using up the same mental energy required for leadership, creativity, and deep work.
But here’s what most leaders get wrong: the solution isn’t lower expectations.
The “Push Until They Break” Cycle
Most employees with chronic pain or illness follow the same pattern:
They push through, working harder to compensate for their struggles.
They never ask for support because they don’t want to be seen as a burden.
They keep pushing—until one day, they can’t anymore.
Then they leave.
By the time a manager realizes something’s wrong, it’s too late. The company loses a top performer, a loyal employee, and often a highly skilled team member—one that could have stayed, contributed, and thrived with the right support.
Great managers don’t wait until burnout, resignation, or medical leave to act.
They see the warning signs first, learn what’s needed, and adjust to support both high performance and healing.
The "Reduce Workload" Myth
When managers do notice an employee struggling, the default reaction is to reduce their workload—to offer “grace” by lowering expectations.
It seems compassionate. But here’s the problem:
High performers don’t want pity. They want strategy.
Reducing work often leads to disengagement—not relief.
When handled poorly, accommodations can signal “you’re no longer valuable.”
Instead, the right approach is about optimizing how employees work—not simply reducing what they do.
3 Science-Backed Strategies to Help Without Lowering Performance
1. Adapt Workload, Don’t Reduce It
Studies show pain intensity is reduced when employees have control over how they work (flexible pacing, structured rest periods).
Offer autonomy, not avoidance—allow employees to restructure tasks around their best energy windowsrather than taking tasks away.
2. Leverage the “Flow State” Effect
Pain is least noticeable when the brain is deeply engaged in meaningful work.
Reduce distractions (pain makes multitasking harder). Support deep work windows where employees can focus on what they do best.
3. Small Changes = Big Gains in Retention
Simple environmental tweaks (ergonomic chairs, standing desks, lighting adjustments) reduce pain intensity by up to 30%.
Strategic flexibility (e.g., remote work on flare days, adaptive schedules) reduces burnout and improves loyalty.
4. Prioritize Nervous System Recovery
Research shows that brief, intentional breaks between stressful tasks help regulate the nervous system—reducing pain intensity and preventing mental fatigue. Encourage reset moments(e.g., short walks, breathing exercises, or non-cognitive tasks) to sustain energy throughout the day.
The Future of Leadership: High Performance WITH Pain & Illness
The best leaders recognise this truth: pain and illness aren’t going away.
40% of adults have at least one chronic condition.
20% experience persistent pain.
Nearly every workplace has people silently struggling.
The real question isn’t whether pain exists in your team. It’s whether you’re leading in a way that keeps your best employees thriving despite it.
Great managers don’t wait for employees to crash and quit. They see the warning signs early and adjust—not to lower performance, but to sustain it long-term.
Want to know more? I empower individuals and organisations to overcome the challenges of chronic pain and illness, unlocking peak performance and fostering flourish relationships.