Illustration of a supportive workplace where colleagues with back pain and mental health issues are included.

Navigating Workplace Inclusion: How to Support Colleagues with Back Pain and Mental Health

Elliot Brynn in Health & Wellness August 2025 • 5 min read.

"Understanding the Challenges and Fostering a Supportive Environment for Employees Facing Health Issues"

In today's fast-paced work environments, the well-being of employees is increasingly recognized as a critical factor in both individual success and organizational productivity. However, many individuals silently battle back pain and mental health challenges, which can significantly impact their ability to thrive professionally. This article delves into the crucial topic of workplace inclusion, specifically focusing on how to support colleagues facing these often-invisible struggles.

Drawing from a recent study published in the Scandinavian Journal of Public Health, we'll explore the experiences of employees with back pain and mental health problems, and the challenges they face in terms of workplace inclusion. We will also look at how their colleagues perceive and interact with them. This exploration is vital for fostering a more empathetic and effective work environment for everyone.

By understanding the complexities of these issues, organizations can take proactive steps to create a workplace where every employee feels valued, supported, and empowered to bring their best selves to work, regardless of the challenges they face.

Unveiling the Challenges: What Employees with Back Pain and Mental Health Problems Face

Illustration of a supportive workplace where colleagues with back pain and mental health issues are included.

The study highlights several key challenges that employees with back pain and mental health problems often encounter. One significant hurdle is the difficulty in having their health issues acknowledged and understood. Often, these conditions are invisible, leading to a lack of empathy or awareness from colleagues.

The study also reveals that workplace inclusion is more challenging when health problems are not clearly defined or when they have lasted a long time. Employees expressed that it can be difficult to ask for accommodations or assistance, fearing they might be seen as a burden or that their competence would be questioned. Moreover, these challenges can lead to feelings of guilt, shame, and a sense of being 'different'.

Invisible Struggles: Many health problems are not visible, making it difficult for colleagues to understand the challenges.
Fear of Judgement: Employees often worry about being perceived as less capable or as a burden.
Unclear Accommodations: The lack of clear guidelines on how to support colleagues with health issues can create confusion.
Long-Term Issues: Sustained health problems can lead to exhaustion and feelings of isolation.
Impact on Work: Struggles with health issues can affect task performance, leading to stress and pressure.

Furthermore, the study points out that when health problems are long-term or significantly impact work performance, they can sometimes lead to negative consequences for both the employee and their colleagues. This can create a cycle of stress and frustration, making it even harder for those struggling with health issues to feel included and supported.

Building a Better Workplace for All

Creating a truly inclusive workplace is not just about policies; it’s about fostering a culture of empathy, understanding, and proactive support. By recognizing the challenges faced by employees with back pain and mental health problems, and by actively working to create a supportive environment, organizations can significantly improve employee well-being, boost productivity, and foster a more positive and inclusive work environment for everyone. Implementing training programs for managers and employees to increase awareness of mental health and physical health issues, and providing clear guidelines on how to support colleagues, are important steps toward this goal. Ultimately, the goal is to create a workplace where every individual feels valued, respected, and empowered to thrive.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1177/1403494818799611, Alternate LINK

Title: Workplace Inclusion Of Employees With Back Pain And Mental Health Problems: A Focus Group Study About Employees’ Experiences

Subject: Public Health, Environmental and Occupational Health

Journal: Scandinavian Journal of Public Health

Publisher: SAGE Publications

Authors: Eline Ree, Tone Langjordet Johnsen, Anette Harris, Kirsti Malterud

Published: 2018-10-10

Everything You Need To Know

What are the primary challenges employees with back pain and mental health problems face concerning workplace inclusion?

Employees with back pain and mental health problems commonly struggle with having their conditions acknowledged and understood by colleagues, often due to the invisible nature of these issues. They also fear judgment, worrying they might be perceived as less capable or a burden. A lack of clear guidelines on accommodations and the impact of long-term health issues leading to exhaustion and isolation further exacerbate these challenges. These struggles can impact their work performance, leading to additional stress and pressure.

How does the duration or clarity of a health problem affect workplace inclusion?

Workplace inclusion becomes significantly more challenging when health problems are not clearly defined or when they have lasted for an extended period. Employees may find it difficult to ask for accommodations, fearing they will be seen as a burden or have their competence questioned. This can lead to feelings of guilt, shame, and a sense of being 'different,' impacting their overall sense of belonging and support within the workplace.

Why is it crucial for organizations to address the challenges faced by employees with back pain and mental health problems?

Addressing these challenges is crucial because it directly impacts employee well-being, organizational productivity, and the overall work environment. By recognizing the difficulties faced by employees with back pain and mental health problems and proactively creating a supportive environment, organizations can improve employee morale, boost productivity, and foster a more positive and inclusive workplace culture. This involves implementing training programs and clear guidelines to support colleagues effectively.

What steps can organizations take to build a more supportive workplace for employees dealing with back pain and mental health problems?

Organizations can build a more supportive workplace by fostering a culture of empathy, understanding, and proactive support. Implementing training programs for managers and employees to increase awareness of mental health and physical health issues is essential. Providing clear guidelines on how to support colleagues and encouraging open communication can also help. The goal is to create an environment where every individual feels valued, respected, and empowered to thrive, regardless of their health challenges. This involves recognizing the impact of 'Invisible Struggles', addressing the 'Fear of Judgement', and clarifying 'Unclear Accommodations'.

How can a workplace address the potential negative consequences that arise when health problems significantly impact an employee's work performance?

When health problems significantly impact work performance, leading to stress and frustration for both the employee and their colleagues, workplaces must proactively intervene with supportive measures. This includes offering flexible work arrangements, providing access to resources such as Employee Assistance Programs (EAPs), and fostering open communication to understand and address the employee's needs. Additionally, managers should be trained to handle these situations with empathy and to implement reasonable accommodations to alleviate the pressure and support the employee's well-being. The organization should aim to break the cycle of stress by providing resources and accommodations.