MCB: Employment for people with MS

23.12.2025

The Workshop on Western Mediterranean Region Employment for people with MS, part of EMSP’s Membership Capacity Building (MCB) Programme, was held in 2021.  In this article, you can explore the main outcomes of the workshop and access the presentation slides for further learning.

Objectives of the Workshop

The objectives of this workshop were to:

1. Build a regional policy case and methodology on how priority areas changed for people living with Multiple Sclerosis in terms of employment during the COVID era
   • Assess current national and European policies (ask for submissions from the members who have them that are specifically employment focused)
   • Put spotlight on employment for people with MS during the pandemic (ask for submissions from members)
   • Highlight gaps in current policies and other shortcomings or improvements after the major changes in employment of people with MS caused by the pandemic (The cost to society of under and unemployment of people with MS/disabilities).
2. Prepare for a policy event held in collaboration with other organisations of different disease areas (neurological, chronic diseases) by using the case study and presenting its findings to decision makers during one of the upcoming EU Presidencies
3. Identify the right stakeholders and agree on the next steps

European Work Initiatives

There is a lack of dedicated policy framework across Europe where chronic enduring disease such as MS is simply captured under the term disability.

The Return to Work and Maintain in Work of employees with chronic enduring disease is insufficiently covered by existing policies and there is a lack of rehabilitation support. Legislation should be co-produced, evaluated and improved with the involvement of service users, service providers, policy makers, funders, and public employees.

Policy makers should support employers, and especially small and medium sized employers, to encourage the co-production of policies based on the active  involvement of persons with enduring illness and disability. Policy makers should consider the promotion of initiatives to incentivise and support employers to hire people with enduring illnesses and disabilities. Funding should be available for workplace adjustments and reasonable accommodation.

Consideration should be given to ensure that employment and work integration for people with enduring illnesses and disabilities become a high priority in the upcoming European Disability Rights Strategy for 2021-2030.

The most successful component of a successful service delivery is the accessibility of services for clients as soon as it is possible after the acquisition of a disability or diagnosis of an enduring illness. Practice shows that most the most efficient approaches and best results are achieved when services for clients are available immediately.

These factors call for an Integrated Work Focussed Approach to Health Care across Europe with support given to Workplaces making reasonable accommodations.

COVID MS AND WORK

Many people with MS needed to shield during the Pandemic meaning they had to either request working from home or requesting COVID 19 risk assessments considering their higher risk factors.

Long Covid is also emerging as a significant issue.

Evidence supports an adaptive and appropriate return to work since an individual does not need to be 100% fit to return to work.

Work for somebody with Covid and MS is adequately and appropriately adapted wherever possible, so Occupational Health or Vocational Rehabilitation Teams need extended information on the job, also the physical and mental demands encountered. A return-to-work plan for individuals with Covid and MS should include details of the hours worked during a phased return to the workplace, where the work will occur (home or workplace) details of the tasks undertaken, fatigue management strategies and how work tasks can be adapted.

FLEXIBLE AND HYBRID WORKING

The public health and social measures introduced because of the COVID-19 pandemic resulted in an unprecedented and rapid transition to flexible/home working in many sectors and regions around the world. In Europe, for example, the proportion of workers engaged in flexible/home working increased from 11% before the pandemic to 48% during it, with about 40% of paid workhours during the COVID-19 pandemic taking place at home.

When organized and carried out properly, flexible/home working can be beneficial for mental health and social well-being. It can improve work–life balance, reduce time spent on commuting to the workplace, and offer opportunities for flexible work arrangements, all of which may promote mental health and social wellbeing and improve fatigue management for MS patients, and has long been argued for.

Flexible/home working may however present risks for psychosocial well-being, including an impact on work pace, longer working hours, interference with work–life balance, isolation, and detachment. Employers should avoid contacting workers outside of scheduled workhours and should encourage co-workers and managers to communicate only during scheduled workhours.

The psychosocial impact on the worker and their family may be compounded in situations when the worker does not have access to a private, quiet, and dedicated workstation.

Communication can be challenging during flexible/home working because it has usually been limited to IT channels with little or no face-to-face communication. Difficulties related to communication may make it difficult for workers to understand the task at hand, resulting in stress. Some workers may feel the effects of social or professional isolation, owing to decreased contact with their colleagues and management.

TOOLS FOR FUTURE REFERENCE

Delegates were given access to the following tools to trial and feedback on the benefits. These tools will encourage users to lead both the workplace management of their MS symptoms and management and develop specific return to work plans that detail hours as well as tasks to be completed in line with limitations and restrictions applicable at that time.

• Detailed Graduated Return to Work Plan
• Wellness Action Plan