About 369,100 adults aged 20 to 79 are living with diabetes in Uganda, but more than six in 10 are estimated to be unaware they have the condition, according to the International Diabetes Federation (IDF).
The estimate is part of the IDF’s 2025 Diabetes Atlas, which puts the number of adults living with diabetes worldwide at 589 million. The figures are based on estimates for 2024.
For people who have been diagnosed, managing the condition can involve taking medication, monitoring blood glucose levels, planning meals and attending medical appointments. These responsibilities do not stop when employees report for work.
Yet a global survey by the IDF found that many workers with diabetes face difficulties managing their condition because of how they are treated by employers and colleagues.
The survey, published in November 2025, found that 40 per cent of employees living with diabetes had experienced negative treatment at work because of their condition. Almost a third, 32 per cent, had considered leaving their jobs because of the treatment.
The findings raise questions about how employers accommodate staff with long-term health conditions and whether workplace policies allow them to manage their health without facing discrimination.
Stigma and barriers to care
The IDF survey found that more than a quarter of respondents, 28 per cent, had been denied breaks or time off to manage their diabetes. One in 10 had not disclosed the condition to their employer, with 43 per cent of those employees saying they feared being treated differently.
The research was commissioned by the IDF and conducted by Arlington Research. It involved 1,400 adults living with diabetes in seven countries: Argentina, China, Germany, India, Pakistan, South Africa and the United States.
The findings provide evidence of workplace challenges across the countries surveyed, although they should not be treated as a representative measure of every workforce worldwide.
“Diabetes is not a new topic in the workplace, yet many employees still face stigma when managing their condition at work,” says Dr Chris van Straten, Global Health Advisor, Clinical Governance, at International SOS.
“Beyond monitoring blood sugar or taking medication, employees with diabetes need to plan meals and snacks, test their glucose regularly, attend medical appointments and, in some cases, administer insulin during working hours – all while managing demanding careers and day-to-day responsibilities.”
Employees may be reluctant to discuss their diagnosis if they believe it could affect their relationships with colleagues or their chances of promotion. Others may struggle to attend medical appointments or take medication when workplace schedules leave little room for breaks.
The IDF’s findings also point to gaps in awareness and access to care. In Uganda, the federation estimates that 225,900 adults aged 20 to 79 were living with undiagnosed diabetes in 2024, representing 61.2 per cent of the estimated number of adults with the condition.
This makes access to health information, screening and appropriate medical services important beyond the workplace. Screening programmes can help identify people who may need further assessment, but a positive screening result must be followed by appropriate clinical evaluation.
The cost of inadequate workplace support
Diabetes can affect employees differently. Some manage the condition through lifestyle changes and medication, while others require insulin or regular blood glucose monitoring. The support they need will therefore depend on their individual circumstances and treatment plans.
Employers who fail to make reasonable arrangements may make it harder for affected staff to manage their health while carrying out their duties.
The economic implications of non-communicable diseases are also significant. A report by the World Economic Forum and Harvard School of Public Health estimated that five major groups of conditions, including diabetes, cardiovascular disease, cancer, chronic respiratory diseases and mental health conditions, could result in US$47 trillion in cumulative lost economic output between 2011 and 2030.
The estimate was a projection covering lost output over two decades, rather than a calculation of healthcare spending alone.
At the workplace level, the IDF survey suggests that poor treatment can also affect staff retention. When employees consider leaving because of discrimination or inadequate support, organisations risk losing experienced workers.
What employers can do
Workplace support requires more than occasional health campaigns. Organisations need clear policies, informed managers and practical arrangements that allow employees to manage their conditions.
“Workplace policies play an important role in normalising conversations about chronic health conditions and ensuring employees can access practical support without fear of discrimination,” adds van Straten.
“They give managers and colleagues a clear framework for their responsibilities, while helping employees feel safe and supported. Importantly, policies should go beyond compliance. The most effective organisations create environments where employees feel empowered to manage their health without compromising their careers.”
Employers can take several steps to improve support for workers living with diabetes.
Education and awareness: Staff and managers need accurate information about diabetes, its risk factors and how the condition is managed. Training can help challenge misconceptions and reduce stigma. Employees should also be encouraged to seek medical advice when they have concerns about their health.
Access to health services: Workplace health programmes can provide information about diabetes prevention, screening and access to medical care. Screening should be linked to appropriate follow-up services so that people with abnormal results can receive further assessment and advice.
Flexible working arrangements: Employees may need time to check their blood glucose, take medication, eat at scheduled intervals or attend medical appointments. Depending on the job and the individual’s needs, employers can consider flexible breaks, adjusted schedules and access to a suitable private space.
A supportive workplace culture: Managers should understand how to respond to employees who disclose a chronic condition. Health information should be handled confidentially, and workers should not face unfair treatment because they need time or adjustments to manage their health.
These measures should be based on individual needs rather than assumptions that every employee with diabetes requires the same arrangements.
“This World Diabetes Day, organisations have an opportunity to move beyond awareness and take action,” says van Straten. “By addressing stigma through education and implementing practical, supportive workplace policies, employers can help ensure that employees living with diabetes thrive both personally and professionally.”
