The Growing Workforce Reality

The scale of chronic conditions is finally being reflected, and its impact at work is significant.

Over the last couple of months, three significant workforce reports have landed. Together, they tell a much sharper story about chronic illness at work than we have previously had.

There is a significant gap between what organisations are measuring, how they are hiring, and what is already present within the workforce.

1. The health realities most present in the workplace

The Australian Government’s National Strategic Framework for Chronic Conditions finally captures the health realities that are most present in professional workplaces: migraines, thyroid disorders, autoimmune diseases, chronic fatigue and many more.

They are now measuring 72 chronic conditions, rather than the previous eight.

Many of these conditions do not remove people from the workforce, but they do shape how people work within it.

Women are disproportionately represented. Autoimmune conditions alone affect women at roughly four times the rate of men.

2. Recruitment bias does not address the problem organisations think they are solving

The Australian HR Institute (AHRI) March Quarter 2026 report is one of the most comprehensive snapshots of organisational practice available. It focuses on investment, capability gaps, leadership development priorities, and workforce planning.

It also shows that 28% of Australian employers actively exclude people with a history of long-term illness in their recruitment processes.

What organisations are yet to address is that chronic illness is already part of the existing workforce.

What happens inside organisations, at senior levels, in leadership roles, and within teams remains largely unseen, unnamed, and unmeasured.

3. The career impact continues

The Autoimmune Association (USA), in partnership with WellTheory, has released new data on working with an autoimmune condition.

• Seven in ten women say their careers have suffered as a result of their condition.
• 13% have declined a promotion.
• 11% have left the workforce entirely.
• 61% have not fully disclosed their condition to their employer.

 What this means

This is the picture we see at Chronic Illness at Work.

The scale and impact of employees living and working with chronic conditions remains largely unseen and unsupported at a systemic level, creating significant individual, professional, and organisational risk.

There is also significant untapped talent and capacity that can be unlocked when organisations have the frameworks to support employees with chronic conditions.

Right now, people are making rational decisions not to disclose. They are coping by performing wellness.

That creates sustained emotional and mental pressure on top of the physical condition.

Organisational implications

• Leadership capability gaps in managing chronic conditions at work.
• Workforce planning blind spots.
• Talent retention and progression risk.
• Cultural and psychological safety considerations.

Giving people the conditions to reduce this, and giving leaders the confidence to support it at work, is a core leadership capability and a clear organisational advantage.

CIAW context

This is the focus of current work within Chronic Illness at Work, supporting organisations to build leadership capability and practical frameworks to better engage with chronic conditions in the workforce.