The majority of working women with autoimmune conditions say their careers have been limited by their illness, highlighting a growing but often overlooked challenge in the modern workforce.
New research from WellTheory, conducted in partnership with the Autoimmune Association, found that 70% of women diagnosed with an autoimmune disease believe their condition has held back their career potential.
The findings point to a significant intersection between chronic illness, employment and financial stability, and raise broader questions about whether workplaces are equipped to support long-term health conditions.
CAREERS DISRUPTED BY CHRONIC ILLNESS
For many women, the impact is not theoretical, it is reshaping careers in real time. Among those surveyed:
- 68% report negative effects at work following diagnosis
- 39% have reduced their working hours
- 28% have moved into less demanding roles
- 14% have changed careers entirely
- 13% have turned down promotions
- 11% have left the workforce altogether
These figures suggest autoimmune disease is quietly driving workforce attrition, particularly among mid-career women.
WIDER WORKPLACE HEALTH CHALLENGES
The findings reflect a broader issue across workplaces globally: how employers respond to long-term or “invisible” health conditions.
Recent reporting highlights that support for employees with serious or chronic illness remains inconsistent. For example, recent coverage on why workplace support matters for cancer patients emphasises the growing need for employers to create “cancer-ready” workplaces, as more employees continue working while managing long-term conditions.
At the same time, workplace culture continues to discourage openness around health. Research shows that three in four employees work while physically or mentally unwell, reflecting both stigma and pressure to remain productive.
Separate findings also suggest that mental health remains taboo in many workplaces, particularly in smaller organisations, despite growing awareness and policy commitments. This aligns closely with the WellTheory findings, where 61% of women said they had not fully disclosed their condition at work.
FINANCIAL REALITIES OF MANAGING CHRONIC ILLNESS
The survey also highlights the financial realities of managing chronic illness.
- Two-thirds of respondents said they stayed in a job primarily for health insurance
- 76% reported financial strain linked to their condition
This reliance on employment for healthcare highlights structural gaps, particularly in systems where access to care is tied to job status.
DAILY SYMPTOMS AFFECTING PERFORMANCE
Beyond long-term career decisions, many women report that symptoms affect their ability to function at work on a daily basis.
- 61% say pain interferes with their work
- 54% cite fatigue
- 26% report brain fog
Overall, 61% say symptoms affect them most or all days, suggesting the impact is ongoing rather than occasional.
THE HIDDEN BURDEN OF NON-DISCLOSURE
Despite these challenges, many employees continue to limit what they share at work.
- 61% have not fully disclosed their diagnosis.
- Among them:
- 41% believe disclosure would not help.
- 32% fear being judged.
- 28% worry about being passed over for opportunities.
This reflects a wider cultural issue, where fear of stigma or career impact continues to shape behaviour, even as awareness of workplace wellbeing grows.
WOMEN EXITING THE WORKFORCE
The cumulative effect is contributing to workforce exits at a time when many industries are already struggling to retain experienced female talent. More than one in three women have reduced their hours, while 11% have left the workforce entirely due to their condition.
This represents both a personal and economic cost, with skilled workers stepping back due to gaps in workplace support and healthcare access, noted the study.
WORKPLACE CHALLENGES
Autoimmune conditions disproportionately affect women, accounting for around 80% of patients. “Many are balancing demanding careers with chronic pain, fatigue, and complex medical care,” said President & CEO of The Autoimmune Association, Molly Murray. “The Autoimmune Association is working to expand access to specialised autoimmune care and raise awareness of the workplace challenges patients face so women don’t have to choose between their health and their professional future.”
For employers, the challenge is becoming harder to ignore. “These conditions require long-term, personalised care, yet many people are left navigating fragmented systems,” said Ellen Rudolph, Co-founder & CEO of WellTheory. “When women receive consistent, specialised autoimmune care, they don’t have to sacrifice their careers for their health.”
STRUCTURAL SHIFT IN THE WORKFORCE
The findings point to a broader shift in how health and work intersect. Rather than short-term illness, chronic conditions such as autoimmune disease are shaping careers over years, influencing everything from promotions to workforce participation.
With more employees managing long-term conditions, and workplace cultures still lagging behind, the risk is that talent loss will continue unless businesses adapt.
GUIDANCE FOR EMPLOYERS ON HOW TO BETTER SUPPORT EMPLOYEES WITH CHRONIC ILLNESS
As diagnoses rise and awareness grows, the question is no longer whether chronic illness affects the workforce, but how effectively employers respond. Employers and managers play a critical role in shaping outcomes for both individuals and organisations.
Without stronger support systems, more flexible working models, and greater openness around health, the data suggests many women will continue to face a stark trade-off: their career or their health. Here are a few pointers on how employers can better support staff with chronic illnesses:
Build a culture of psychological safety
Employees are more likely to disclose health conditions when they feel safe from judgement or career repercussions. Leadership tone and everyday management behaviour are key.
Normalise flexible working
Flexible hours, hybrid working, and adjusted workloads can help employees manage fluctuating symptoms without leaving the workforce.
Train managers to respond appropriately
Line managers are often the first point of contact. Training should focus on:
- Handling sensitive conversations
- Understanding invisible conditions
- Avoiding unconscious bias
Improve access to workplace accommodations
Ensure employees know what support is available, and make the process of requesting adjustments straightforward and stigma-free.
Rethink performance metrics
Traditional productivity measures may not reflect the realities of employees managing chronic conditions. Outcomes-based performance can offer a more inclusive approach.
Invest in long-term health support
Partnering with specialist providers or expanding employee benefits can help employees manage conditions more effectively, reducing absenteeism and turnover over time.
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