Human Resources (HR) and Occupational Health (OH) teams play a decisive role in ensuring that employees with M.E./C.F.S. are supported safely and effectively in their workplaces. When the condition is understood correctly, organisations benefit from improved retention, reduced sickness absence, and a more inclusive working culture. But this depends entirely on having training and guidance that is accurate, person-centred, evidence‑based, and fully aligned with the NICE guideline for M.E./C.F.S (NG206).
Recent reporting by The Canary demonstrates why this accuracy is non‑negotiable. Their investigation into Maximus, a major provider of workplace health advice, shows that the company is offering guidance to employers that directly contradicts the NICE guideline. According to the article, Maximus encourages employers to believe that employees with M.E./C.F.S should increase their activity levels or participate in workplace exercise classes to “boost energy.” This is precisely the type of intervention NICE removed from clinical practice because of the well‑documented harms associated with graded exercise therapy.
For HR and OH teams, this is a critical point, the NICE guideline explicitly states that graded exercise therapy must not be offered. The reason is the hallmark symptom of M.E./C.F.S: post‑exertional malaise (PEM). PEM is a worsening of symptoms after even minor physical, cognitive, or emotional exertion. Any training that fails to explain PEM, as The Canary reports Maximus’ materials do, risks leading HR and OH professionals to make decisions that inadvertently cause harm. The article also notes that Maximus continues to present CBT as a treatment strategy, despite NICE’s shift away from framing CBT as a cure. And by grouping ME/CFS together with unrelated conditions such as fibromyalgia and multiple sclerosis, the training obscures the specific adjustments that employees with ME/CFS actually require. Particularly concerning is that Maximus updated this guidance in 2025 and 2026, long after the NICE guideline changed.
For HR and OH teams, accurate understanding is essential for safe case management. ME/CFS is a complex neuroimmune disease, not a form of chronic tiredness or deconditioning. Employees with M.E./C.F.S are often highly capable, but they need the right working conditions to avoid exacerbation of symptoms. Understanding PEM is fundamental: even small increases in exertion can trigger a significant decline. This is why pacing, not graded increases in activity, is the safe, evidence‑based approach. In practical terms, HR and OH teams can make a substantial difference by ensuring that employees have access to appropriate reasonable adjustments. These may include flexible or reduced hours, remote working, reduced sensory load, predictable workloads, and autonomy over pacing. These adjustments allow employees to manage their energy effectively and remain productive without compromising their health.
It’s worth highlighting that the positive, evidence‑based approaches described in this article are exactly what is included in our employer training course at stripylightbulb.com. Our training explains PEM clearly, provides practical guidance on appropriate reasonable adjustments, and embeds the NICE guideline throughout the learning content. HR and OH teams can be confident that the information we provide is accurate, safe, and fully compliant with current clinical standards.
The organisational benefits are clear. Employees who feel understood and supported are more engaged and more loyal. Retention improves because staff are not being pushed into ill‑health retirement or long‑term absence, and by basing decisions on accurate, NICE‑compliant information, HR and OH teams reduce legal risk and strengthen their organisations’ reputation as a responsible and inclusive employer.
HR and Occupational Health professionals want to act responsibly, and they deserve training that equips them to do so. The NICE guideline provides a clear, evidence‑based foundation. Any training that contradicts it, as Maximus’ materials appear to do, puts both employees and organisations at risk.
With the right knowledge, HR and OH teams can create working environments where people with M.E./C.F.S can thrive. That is good for staff, good for organisational performance, and essential for genuine inclusion.
