Chronic pain is remarkably common with best estimates suggesting around 43% of the UK population are chronic pain sufferers. National Pain Awareness Month in September unites Pain Consultants and Pain Professionals around the world as they work to highlight issues around chronic pain in the workplace. Ben Mitchell (pictured, above) is a Chronic Pain Life Coach from Poole, Dorset, and as a sufferer of chronic pain himself, knows exactly what support people need and why National Pain Awareness Month is so important…
Living with chronic pain is hard enough, but for many, having a supportive employer and leader can be one of the most significant factors to maintaining some self-worth and financial stability.
The definition of chronic pain is ‘a persistent pain that lasts longer than 12 weeks, or beyond the natural healing time’. For most chronic pain sufferers, we’re talking years rather than weeks of pain, many experiencing pain on a daily basis that impacts their normal lives.
This can be really difficult for non-chronic pain sufferers to relate to. Especially as a lot of pain sufferers can look ‘normal’ on the outside. In fact, a lot of my clients look especially fit and healthy and not like they’re in pain at all.
I know this from first-hand experience, at 33 I was diagnosed with a condition called Ankylosing Spondylitis (AS), or colloquially known as Spinal Arthritis. It’s a genetic condition, not caused by lifestyle choices so it’s indiscriminate in who it effects. I was young, fit, and healthy, I didn’t look like someone who had Spinal Arthritis.
By the time of my diagnosis, I’d already been experiencing significant pain on a daily basis. And I’d spent a lot of time during those years blaming myself, or wondering if it was all in my head, it was a very disconcerting and worrying time. It was a huge relief to have a diagnosis, to know that it wasn’t my fault, and it did exist. And from there, with my diagnosis, I could then work on living with the condition and aiming to reduce my pain levels.
As it’s National Pain Awareness Month, I want to go right back to the beginning, when people first experience chronic pain. I hope I can help sufferers to understand more about pain and how they can manage it effectively both mentally and physically.
I hope my guide on understanding pain can help leaders as they support those employees that need it.
Understanding Pain: When It’s Not Just in Your Head
Pain comes in many forms—acute, chronic, physical, and emotional. Acute pain is usually sharp and sudden, often a direct response to injury. It’s your body’s way of saying, “Something’s wrong, take care of me!” Chronic pain, however, is different. It lingers, often without a clear cause, and can be debilitating over time. Unfortunately, chronic pain is frequently dismissed by others, sometimes even by healthcare professionals, leading to feelings of frustration and isolation.
So, how can your employee tell if their pain is real and not just something to brush off? Here are a few key indicators:
- Duration: If the pain persists for weeks, months, or even longer without significant relief, it’s time to take it seriously.
- Interference: Is the pain affecting daily activities, work, or sleep? If it’s making it difficult to live life normally, it’s not something to ignore.
- Escalation: Pay attention if the pain is getting worse over time or if it starts to spread to other areas of your body.
When to Push for a Professional Opinion
Certain red flags should prompt immediate medical attention:
- Unexplained weight loss
- Fever that doesn’t subside
- Severe pain that doesn’t respond to standard treatments
Where to Go and Who to Trust
Navigating the healthcare system can be overwhelming, especially when someone’s in pain. Choosing the right healthcare professional is crucial. Here’s a quick guide:
- Primary Care Physicians: Often the first point of contact, they can refer you to specialists if needed.
- Pain Specialists: Doctors who focus specifically on diagnosing and treating chronic pain.
- Rheumatologists: Specialists in autoimmune and inflammatory conditions, such as arthritis.
- Neurologists: Experts in the nervous system, helpful if your pain is related to nerve issues.
The Benefits of Pushing Through and Getting a Diagnosis
So, why is it so important to push for a diagnosis?
- Peace of Mind: A diagnosis can provide validation. It confirms that the pain is real and that there’s a reason behind it.
- Access to Treatment: Once the cause is understood, targeted treatments and therapies can be explored. Taking the right medication for the condition can significantly improve your employee’s quality of life.
- Mental Health Benefits: Understanding the condition can reduce anxiety and depression that often accompany chronic pain. It’s easier to face something when you know what it is.
- Empowerment: Knowledge is power. Understanding the condition allows better management of it.
I know from my own experiences that having support from your manager and the employer you work for is as important as the support you receive from your friends and family. Here are my top tips for leaders who have an employee suffering from chronic pain:
· By setting realistic goals that both parties agree too offers the reassurance that their health and well-being is a priority. It is crucial that expectations are managed and to understand that it might be difficult for an employee in chronic pain to perform at the same level as their peers.
· Providing access to ergonomic support, health resources, and wellness programs can also play a crucial role in helping employees manage their pain.
· Additionally, it’s important for leaders to regularly check in with employees to monitor their workload and stress levels, making necessary adjustments to maintain a positive work-life balance. Recognising and valuing their contributions, despite the challenges they face, can significantly boost morale and motivation. By creating a supportive environment and being open to feedback, leaders can ensure that employees with chronic pain feel understood, valued, and able to contribute effectively to the business.
