Long COVID at Work: Safety & Your Workplace | NSC

The lingering effects of COVID-19 are extending beyond individual health crises and are now demonstrably impacting workplace safety, a new report from the National Safety Council (NSC) reveals. This isn’t simply about accommodating employees with a past illness; it’s about recognizing a potentially significant and growing segment of the workforce experiencing ongoing cognitive and physical impairments that directly increase their risk of injury. The findings underscore a critical need for employers to proactively adapt safety protocols and workplace practices – and to understand the legal landscape surrounding long COVID as a potential disability.

The NSC report, based on a survey of 1,500 full-time workers conducted between October 2024 and September 2025, categorizes employees into those never infected, those with typical recovery, and those experiencing symptoms for three months or more post-infection. The data clearly shows a correlation between persistent COVID symptoms – ranging from fatigue and brain fog to more severe impairments – and a heightened risk of workplace accidents. This isn’t surprising given the nature of long COVID; cognitive difficulties, for example, can impair judgment and reaction time, while persistent fatigue can lead to errors and reduced vigilance.

This report arrives at a crucial juncture. While the acute phase of the pandemic has subsided, the long-term consequences are becoming increasingly apparent. Initial estimates suggested a relatively small percentage of those infected would experience long COVID. However, current estimates place the prevalence between 10% and 30%, meaning a substantial portion of the workforce may be affected. Furthermore, the evolving understanding of long COVID – including the identification of new symptoms and potential underlying mechanisms – necessitates ongoing adaptation of workplace safety strategies.

The Forward Look

The NSC’s recommendations – encompassing risk assessments, flexible work arrangements, workplace modifications, mental health support, and fostering an empathetic environment – are a solid starting point. However, we can anticipate several key developments in the coming months. First, expect increased scrutiny from the Equal Employment Opportunity Commission (EEOC) regarding employer accommodations for employees with long COVID under the ADA. Legal challenges are likely as employers navigate the complexities of defining “reasonable accommodation” in this context. Second, the development of standardized diagnostic criteria for long COVID will be critical. Currently, the lack of a universally accepted definition hinders accurate identification and support. Third, and perhaps most importantly, we’ll likely see a rise in demand for specialized occupational health services focused on long COVID. Employers will need to invest in training for safety professionals and managers to effectively address the unique challenges posed by this condition. Finally, expect insurance carriers to begin factoring long COVID into their risk assessments and potentially adjust premiums accordingly. The era of simply “moving on” from COVID is over; businesses must now proactively address its lasting impact on the workforce.