Every year 14th November is recognised as World Diabetes Day, a global reminder that health is not only about treatment but prevention awareness and lifestyle balance. Diabetes, one of the most common chronic conditions worldwide, affects millions of people of all ages.
From a Health and Safety at work perspective, an understanding of diabetes is essential for determining the hazards and making reasonable adjustments for individuals affected.
Understanding Diabetes
Diabetes is a medical condition which is caused by the body’s inability to properly use or produce insulin, the hormone responsible for controlling blood glucose levels. There are two main types. Type 1 diabetes is an autoimmune condition where the body does not produce insulin. Type 2 diabetes develops when the body becomes resistant to insulin, often linked with lifestyle factors such as poor diet, inactivity and obesity. If left unmanaged, diabetes can lead to severe complications including heart disease, kidney failure, vision loss and nerve damage.
Diabetes is a health and safety concern as it can affect the health and safety of the employees affected and others in the workplace. Symptoms can include fatigue, dizziness or blurred vision.
These symptoms of diabetes can interfere with concentration and physical coordination, particularly in safety-sensitive roles such as driving, operating machinery, or working at height.
Diabetes and Workplace Health
From a health and safety perspective, it is vital to ensure that employees affected by diabetes are supported. Chronic illnesses can directly affect safety performance, absenteeism, and morale. Employers have both a moral and a legal obligation to manage the risks associated with diabetes. Promoting awareness, providing welfare facilities, and implementing flexible working arrangements can all contribute to a healthier, safer environment.
Legal Duties Related to Diabetes in the Workplace
The Health and Safety at Work Act 1974 states that an employer must ensure, so far as it is reasonably practicable, the health, safety and welfare at work of all their employees and any individual who could be affected by the activities of the organisation. To meet this responsibility, employers must provide safe systems of work, appropriate supervision, and health-related risk management.
The Management of Health and Safety at Work Regulations 1999 Require employers to carry out risk assessments. This includes personal risk assessments for employees with medical conditions such as diabetes. Employees are also required to inform their employer of any condition that could affect workplace safety.
The Equality Act 2010 requires employers to make reasonable adjustments to prevent discrimination and support employees affected by a disability. Diabetes (Particularly type 1) is classed as a disability if it has a long-term impact on daily life. Adjustments can include flexible breaks for insulin management, access to private areas for testing, or modifies shift patterns.
Personal Prevention and Well-being
Health and safety must extend beyond compliance. Proactive wellbeing initiatives and measures can reduce the risk of the on-set of type 2 diabetes and other chronic medical conditions. Practical steps include:
· Encouraging Healthy Eating: Provide nutritious meal options in workplace canteens and discourage excessive consumption of sugary snacks or drinks.
· Promoting physical Activity: Introduce walking meetings, stretching sessions, or on-site fitness initiatives to reduce sedentary behaviour.
· Health awareness programs: Conduct regular wellness checks, educational workshops, or diabetes awareness sessions to promote early detection and prevention.
· Stress and Fatigue Management: High stress can raise blood sugar levels. Encourage realistic workloads, rest breaks, and access to mental health support.
· Emergency Preparedness: Train staff and first aiders to recognise the signs of hypoglycaemia or hyperglycaemia and how to respond appropriately.
Psychological Safety and Mental health
Living with diabetes can also affect mental well-being. Constant monitoring, lifestyle adjustments, and fear of complications can cause anxiety or depression. It’s essential to address psychological safety alongside physical health. Employers can provide mental health resources, and access to counselling services via Employee Assistance Programmes (EAP).