Long-term conditions become second largest area of workplace rehabilitation support, says Aviva 

Long-term conditions, including fibromyalgia, chronic fatigue syndrome, arthritis and Long COVID, have become the second biggest area of rehabilitation support within Aviva’s Group Income Protection services, according to new data from the insurer. 

The findings, published in Aviva’s latest Group Protection Claims and Wellbeing Insight Report, highlight the growing impact complex long-term health conditions are having on UK workplaces and employee absence. 

Mental health remained the largest area of rehabilitation support, but Aviva said support for long-term conditions outside its traditional pathways had increased significantly during 2025. 

The insurer’s rehabilitation team supported 489 employees with long-term conditions during the year, with 76 per cent successfully returning to work. 

Overall, Aviva delivered clinical and vocational rehabilitation support to 2,656 employees across 350 UK employers through its Group Income Protection proposition. 

Among employees receiving vocational rehabilitation support, 85 per cent either returned to work or remained in employment. 

The insurer said the findings reinforce the growing importance of early intervention, workplace adjustments and tailored rehabilitation support as employers face rising levels of long-term sickness absence. 

Daren Boys, protection portfolio distribution director at Aviva, said the data reflects a shift in the types of health conditions affecting workforce participation. 

“When we talk about long-term absence, mental health and musculoskeletal conditions often dominate the conversation,” he said. 

“For the first time, lesser-known long-term conditions, such as fibromyalgia and Long COVID, have become the second largest proportion of our rehabilitation support offering. 

“These conditions are often poorly understood and unpredictable, with symptoms that can vary from day to day. As a result, they require coordinated, multidisciplinary support that encompasses both clinical support and workplace adjustments.” 

Mental health accounted for 46 per cent of all rehabilitation referrals during 2025. 

Among employees who accessed counselling, cognitive behavioural therapy (CBT) or psychotherapy, 95 per cent of those who returned to work did so within their policy deferred period. 

The report also highlighted growing demand for workplace support linked to women’s health and neurodiversity. 

Women accounted for six in 10 rehabilitation cases, while more than three-quarters (77 per cent) of cancer-related rehabilitation support cases involved women. 

Aviva also reported a 40 per cent increase in the number of employees supported through its neurodiversity pathway, which provides workplace adjustments, specialist coaching and manager training. 

Cancer-related referrals represented 13 per cent of rehabilitation cases during the year, with 417 employees receiving support. Aviva said 83 per cent of cancer patients either returned to or remained in work following diagnosis and treatment. 

The findings come amid growing political and employer focus on reducing economic inactivity and supporting more people to remain in work through preventative health support and workplace wellbeing initiatives. 

Boys said insurers and employers must increasingly work together to deliver personalised support earlier. 

“Through Group Income Protection, we’re able to intervene early and provide tailored clinical and workplace rehabilitation that reflects these personal needs,” he said. 

“As the Government continues its Keep Britain Working review, our data demonstrates the important role Group Income Protection plays in supporting individuals with a wide range of health conditions, as well as employers looking to build resilient, healthy workforces.” 

This approach aligns with wider calls across the workplace wellbeing sector for organisations to move beyond reactive absence management towards earlier, more preventative health interventions designed to support long-term workforce participation.