How Employers Can Support Employees with Hidradenitis Suppurativa (HS)

How Employers Can Support Employees with Hidradenitis Suppurativa (HS)

Hidradenitis Suppurativa (HS) is a chronic, painful skin condition that can significantly affect a person’s ability to work comfortably and consistently. Characterized by recurrent, inflamed nodules and abscesses in areas where skin rubs together—such as underarms, groin, thighs, and under the breasts—HS often leads to drainage, scarring, restricted movement, and unpredictable flare-ups. For individuals living with HS, maintaining regular employment is not just a matter of performance, but of navigating a workplace that may not be designed with their needs in mind.

The good news is that with understanding, flexibility, and compassion, employers can play a pivotal role in creating a work environment that supports employees with HS. Doing so not only benefits the individual employee—it fosters loyalty, productivity, and inclusivity in the workplace as a whole.

Below are key ways employers can support employees living with HS.

1. Promote a Culture of Understanding and Confidentiality

The first step in supporting employees with HS is recognizing that this is a real, medically diagnosed chronic condition, not a minor or cosmetic issue. Since HS affects intimate areas of the body and may involve visible or odorous symptoms, employees may hesitate to speak openly about their diagnosis.

Employers should:

Ensure confidentiality when employees disclose health concerns.
Avoid pressuring employees to disclose more than they’re comfortable with.
Encourage management and HR to undergo basic training on chronic illnesses, including HS.
Promote a workplace culture where physical and mental health concerns are treated with respect and empathy.

Even one empathetic conversation can make a huge difference in helping an employee feel safe and supported.

2. Offer Reasonable Accommodations

Under disability legislation such as the Americans with Disabilities Act (ADA) in the U.S., HS may qualify as a disability if it substantially limits a major life activity. That means employers are legally required to provide reasonable accommodations to help employees perform their jobs.

Possible accommodations for employees with HS include:

Flexible scheduling: HS flares are unpredictable and often worse in the mornings. Allowing a flexible start time or work-from-home options on flare days can greatly reduce stress.
Remote work options: Working from home may be more comfortable during severe flares, when pain, drainage, or mobility issues make commuting difficult.
Modified dress codes: HS can be aggravated by tight or restrictive clothing. Allowing looser clothing, breathable fabrics, or exemptions from uniforms can prevent discomfort.
Additional breaks: Employees may need time to change dressings, manage pain, or simply rest. Scheduled or as-needed breaks can be crucial.
Ergonomic chairs or seating: Sitting for long periods can worsen HS symptoms, particularly in the buttocks and groin. Cushioned chairs or sit/stand desks can relieve pressure.
Private restroom access: Managing wound care discreetly may require privacy or access to medical supplies during the day.

By showing flexibility and being willing to adapt the work environment, employers send a clear message: we value you, and we’re here to help.

3. Train Managers to Respond Compassionately

Supervisors and team leads are often the first line of contact for employees experiencing difficulty. Their response can shape an employee’s entire work experience. It’s critical that managers are trained to respond to disclosures about chronic health conditions with empathy, discretion, and a solutions-oriented mindset.

Training should include:

Awareness of invisible illnesses like HS and the challenges they bring.
Guidance on how to handle disclosure without judgment.
Instructions for partnering with HR to coordinate accommodations.
Reinforcement of anti-discrimination policies and inclusion efforts.

Managers should be reminded that productivity is not about “presenteeism” (simply showing up), but about creating the conditions that allow employees to do their best work—even if that looks different for everyone.

4. Implement Inclusive Sick Leave and PTO Policies

One of the greatest challenges for people with HS is managing time off during flares, treatments, or surgical recovery. Traditional leave policies may not be sufficient for employees who experience intermittent but disabling symptoms.

Employers should consider:

Offering generous or flexible sick leave policies that allow employees to rest and recover without penalty.
Allowing unpaid leave options beyond the typical policy, particularly during surgery or when flares are severe.
Implementing or supporting short-term disability programs for extended absences.
Cross-training team members so employees don’t feel guilty for taking necessary time off.

It’s important to view time off as a medical need—not a lack of dedication. Supporting employees during difficult periods helps retain valuable team members in the long run.

5. Support Mental Health in the Workplace

HS doesn’t just affect the skin. It has a significant emotional toll. The pain, scarring, and social stigma associated with the condition can lead to depression, anxiety, and reduced self-esteem. That’s why mental health support is just as vital as physical accommodations.

Employers can:

Offer access to Employee Assistance Programs (EAPs) that include counseling or therapy services.
Partner with healthcare providers to offer mental health workshops or wellness programs.
Encourage open conversations about mental health and normalize seeking help.
Provide coverage for therapy, psychiatry, or support groups in company health plans.

When employees feel mentally supported, they are more likely to thrive—both personally and professionally.

6. Celebrate Employee Strengths, Not Just Attendance

Living with HS can be a daily battle—one that employees may fight silently while continuing to show up and do their best. Recognize that strength.

Instead of focusing only on attendance or hours worked, employers should:

Measure outcomes and impact, not just face time.
Acknowledge the resilience and adaptability of employees living with chronic conditions.
Create employee recognition programs that celebrate diversity, including disability inclusion.
Include stories of perseverance in newsletters or company events, with the employee’s permission.

Validation goes a long way in helping employees feel seen and valued.

7. Encourage Peer Support and Safe Spaces

For larger organizations, consider creating internal support groups or affinity groups for employees with chronic health conditions or disabilities. These spaces provide a forum for sharing resources, reducing stigma, and building community.

Even in smaller companies, allowing space for peer support—whether through informal check-ins or manager-facilitated conversations—can foster inclusion and reduce isolation.

When employees feel like they belong, their engagement, productivity, and loyalty increase.

8. Be an Advocate Beyond Your Walls

Supporting employees with HS shouldn’t stop at internal policy. Employers can be public advocates for chronic illness inclusion, setting a positive example in their industry.

Ways to go further:

Participate in awareness campaigns for HS or chronic illness.
Partner with advocacy organizations for employee wellness programs.
Encourage leadership to speak openly about health and inclusion.

By raising awareness and modeling inclusion, employers help shift the broader culture to one of empathy and action.

Conclusion

Employees with Hidradenitis Suppurativa are strong, capable individuals who want to work, contribute, and succeed—just like everyone else. But they may need different support to manage the realities of their condition. Employers who take the time to understand HS, offer accommodations, and respond with compassion are not just checking a box—they’re investing in their people.

When employees with HS are supported, everyone benefits. Morale improves. Retention rises. Inclusion grows. And workplaces become not only more humane, but more innovative and resilient.

Supporting someone with HS isn’t about sympathy—it’s about creating an environment where people can thrive, regardless of what challenges they carry. It’s about choosing humanity. And that’s a choice every employer can make.

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