A message for occupational health professionals on the impact of hearing loss in the workplace
By Dan Morgan-Williams, Founding Director of Visualise Training and Consultancy
Introduction
Hearing loss is one of the most common yet misunderstood long-term health conditions affecting the workforce. But despite affecting millions of people, it remains under-identified, under-supported, and frequently overlooked in occupational health settings.
Many employees with hearing loss don’t disclose their condition. Others do — and still receive no meaningful support. Over time, this erodes confidence, reduces participation, and leads to stress, presenteeism, or resignation.
This article examines how occupational health professionals can more effectively support employees with hearing loss — and why proactive action is crucial for both employee retention and inclusion.
The Silent Barrier: Why Hearing Loss Often Goes Unnoticed
Unlike other conditions, hearing loss isn’t always visible. There’s no sling, no cast, no walking stick. And because hearing difficulties can fluctuate or be masked by lipreading and coping strategies, colleagues and managers often miss the signs.
Employees may:
– Nodding without understanding during meetings
– Avoiding phone calls or group discussions
– Relying solely on email or written instructions
– Withdrawing from social or team environments
These behaviours are easily misinterpreted as disengagement or poor performance — when in fact they’re signs of unmet needs.
The Emotional and Cognitive Load of Hearing Loss
Listening with hearing loss takes work. Employees often report mental exhaustion from concentrating in meetings, trying to follow overlapping voices, or managing anxiety about mishearing something important.
Over time, this takes a toll:
– Increased stress and fatigue
– Reduced self-esteem
– Frustration from repeated misunderstandings
– Social isolation
Left unaddressed, these challenges can prompt valuable employees to reduce their hours, take sick leave, or leave the organisation altogether.
Where Occupational Health Comes In
Occupational health professionals are ideally positioned to identify the early signs and recommend timely support. But to do so, we must:
– Understand that hearing loss is not just a medical issue — it’s a workplace barrier
– Avoid assumptions that the person ‘would have told us’ if it was a problem
– Look beyond audiology reports and focus on functional impact
– Recognise that even mild hearing loss can cause significant difficulties depending on the environment
Your referral or recommendation can open the door to support that prevents attrition.
Practical Steps: What OH Can Do
– Ask about communication challenges, not just clinical diagnosis
– Explore where and when the employee struggles — e.g. Teams calls, group meetings, background noise
– Refer for a workplace assessment focused on hearing accessibility
– Signpost to Access to Work, which may fund equipment or interpreters
– Recommend deaf awareness training for teams and line managers
What a Workplace Assessment Can Uncover
A specialist hearing-focused workplace assessment can:
– Identify barriers in communication, layout, and technology
– Recommend tailored adjustments (e.g. captioning tools, loop systems, visual alerts)
– Provide clear guidance to HR and managers
– Empower the employee to participate more fully and confidently
It’s a proactive, practical step that prevents escalation to absence or dispute.
The Cost of Inaction
Employers lose skilled, experienced staff every year simply because no one asked:
“Is there anything we can do to make communication easier for you?”
The cost of a workplace assessment is often less than a single day’s absence — and a fraction of the cost of recruiting and training a replacement.
Proactive support is not just compassionate. It’s commercially astute.
Final Thoughts: Retention Starts with Recognition
Hearing loss doesn’t need to be a barrier to thriving at work. But it can quickly become one if it’s ignored.
As an occupational health professional, you have the opportunity to shift the trajectory — from isolation to inclusion, from frustration to support.
All it takes is noticing the signs, asking the right questions, and referring for the proper support.
Take Action
If you’re supporting an employee who may be experiencing hearing loss, consider referring them for a professional workplace assessment.
Visualise Training and Consultancy offers tailored assessments for hearing loss, tinnitus, and deaf employees — with practical solutions that make a real difference.
Act early. Listen carefully. And help ensure hearing loss never becomes a reason to leave.
To learn more and make a referral, visit our Hearing Loss Workplace Assessments page.