The Marie Pattern: Why Your Safest Employees Are Suddenly Getting Hurt

By: | April 13, 2026

Michelle Kerr is Workers’ Compensation Editor and National Conference Chair for Risk & Insurance. She can be reached at [email protected].

Let’s talk about Marie. Marie is rock solid — 15 years without a single injury. But then something changed. Marie had three recordable injuries in eight months. The injuries weren’t serious, but the pattern certainly was. 

In post-incident interviews she’d shrug and say she just slipped or bumped into something. Drug tests? Negative. “There was just nothing we could see that had changed about her,” they said. Nothing they could see. How could they possibly see that Marie had been diagnosed with Fibromyalgia 18 months prior and was distracted by pain? 

This industry runs on data analytics — trends and patterns reveal opportunities. But there’s still a pattern that’s hazy: the connection between invisible chronic conditions and comp claims. 

I’m talking about conditions like MS, Crohn’s disease, chronic depression and anxiety, ADHD, migraines, long-COVID and more. These conditions ride on the group health side, but they don’t stay in their lane. 

Consider the effects: Cognitive fog slows reaction time, fatigue compromises attention, pain affects concentration. In safety-sensitive environments, these are bad news. 

Research has clearly connected chronic health conditions with higher injury rates and slower recovery times. Yet few are connecting the dots between claims and underlying health issues. 

Stigma is a big reason why. People fear being seen as unreliable or inadequate. They worry about termination or discrimination. They hide their struggles and push through. Then they get hurt. And it looks like a random incident rather than a predictable one. 

Invisible conditions also complicate recovery. Untreated depression impacts pain management and RTW. Uncontrolled Crohn’s could impact compliance with PT appointments. Autoimmune conditions can slow healing. 

Employers are leaving cost savings on the table, because they’re not seeing the whole picture. But what can an employer actually DO about any of this? I’m glad you asked. 

Look at your data differently. You’re already checking patterns like repeat injuries, slow recovery from minor injuries, and absenteeism preceding injuries. But spotting trends is sometimes easier than finding their root causes. Put invisible conditions on the radar. 

Enlist the frontline. Of course frontline managers can’t diagnose medical conditions, but they can be educated about spotting employees who need support. 

Use HR as a resource. Strategic collaboration can strengthen your data pool. Within privacy constraints, are employees with high medical costs later filing work injury claims? Are certain chronic conditions prevalent in departments with elevated injury rates? 

Create a disclosure-safe environment. Employees may feel shame about disclosing their struggles or fear consequences. Train supervisors to ask, “What do you need to do your job safely?” rather than, “What’s the matter with you?” Build accommodation processes that don’t require diagnosis disclosure. Make it clear that asking for help is encouraged; not penalized. 

Expand modified duty beyond physical restrictions. Consider flexible schedules for fatigue management, task modifications for concentration issues, or remote work options during flare-ups. 

Update return-to-work protocols. Ask treating physicians about cognitive limitations, fatigue patterns, and medication side effects — not just physical restrictions. 

Take action early. Proactive case management matters. Early intervention with tools including EAPs, benefits navigation, or care coordination can prevent injuries and improve outcomes when injuries occur. 

Bottom line: We don’t need to read minds. We can use the analytic expertise we already have to put additional risks on the radar, then create pathways to support that don’t necessarily require medical disclosure. 

Invisible conditions are driving workers’ comp costs in ways we’re not measuring. The pattern is there. We just need to learn to see it. & 

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