Episodic disabilities, are disabilities where the diminishment in functioning is not consistent. There may be intermittent periods of improved functioning, interspersed with diminished functioning and periods when the individual cannot work. Episodic difficulties is a term used to describe conditions such as multiple sclerosis, HIV/AIDS, lupus, Hepatitis C, and some forms of mental illness, cancers and arthritis. Features that distinguish episodic disabilities from ‘traditional’ disabilities are their unpredictability, and alternating episodes and degrees of illness and wellness, both of which can force people out of the workforce without warning and then resolve to once again allow people to return to work. Navigating the eligibility requirements of disability and unemployment benefits, return-to-work programs, etc. can be complicated by the specific of an episodic disability.

Human Resources (HR) professionals play a pivotal role in maximizing the work potential of employees, including employees with episodic disabilities. But what exactly is the level of knowledge of HR professionals regarding episodic disabilities? What additional needs do HR professionals have to more effectively work with employees with episodic disabilities?

The Canadian Working Group on HIV and Rehabilitation (CWGHR) recently released a report that answers some of these key questions. Based on a survey designed and disseminated in partnership with the CCHRA, the report analyzes the responses from almost 500 HR professionals across Canada about their knowledge and training needs regarding episodic disabilities.

Survey of Certified Human Resources Professionals Regarding Episodic Disabilities