©The Work Foundation Karen Steadman Senior Researcher Centre for Workforce Effectiveness The Work Foundation, Lancaster University Retention and Return.

©The Work Foundation

Karen SteadmanSenior ResearcherCentre for Workforce EffectivenessThe Work Foundation, Lancaster University

Retention and Return to WorkThe Role of Employers

Centre Forum: Mental Health in the Workplace

11th March 2015


• How to manage sickness absence

• Preparing for return to work

• Making reasonable adjustments

• Sources of support (Government programs)

• Fit Note

• Mental Health Support Service

• Fit for work programme.

Agenda


Mental health and sickness absence

• Millions of days sickness absence are attributed to mental illness every year

• Anxiety and depression are the most common

• Mental illness is one of the main causes of both short and long term sickness absence

• Mental illness related absence is a considerable cost for employers – estimated £8 billion/year

• & costs of sickness presence may be even greater

How to manage sickness absence

• Mental health friendly absence policy?

• Sick pay, absence management processes – can be a cause of presenteeism, stress & longer absence

• Keeping in touch during absence retaining a connection with the workplace

• Can be done very well, and very badly

• Workplace culture & relationships with line manager often crucial

• Assess readiness to return- don’t have to be 100% well


Return to Work Process

• A RTW interview can be very effective in reducing absence… If you get it right!

• Need to understand the context, e.g.

• Absence history? Do they have a long term condition?

• What format is appropriate?

• Short and informal (hey, how are you?) or more intensive (structured interview)

• Organisational culture & relationships are again important – perceived as supportive? or punitive?


Return to Work Process

• RTW plan developed between employer & employee

• Should be empower the individual – influence RTW and boosting well-being and confidence

• Not a one off activity – needs to be a flexible, ongoing process, timeframes & dates for review

• Two elements:

1. Build a rounded picture of the causes of absence

2. Identify changes that might be made to support employee and prevent further absence


Understanding the reasons for absence

1. Build a rounded picture of the causes of the absence

•Clinical diagnosis

– Learn about the condition, consider specialist advice

•Work-related factors

– Workload? Relationships? Am I part of the problem?

•Non-work factors

– Work & non-work stress together is often particularly problematic


Making reasonable adjustments

2. Identify changes to support the employee & prevent further absence (reasonable adjustments)

• Common for RTW, but underused in mental health

• Changes to hours; tasks & support; environment;

• Very individual – need to find the best approaches for (and with) the individual, for their job & their specific concerns

• Often temporary, inexpensive – what they do require is creativity, the right attitude, communication, and commitment


Government interventions

• Statement of fitness for work, aka the Fit Note

• GP advice on what someone might need to help them return to work

• Access to Work, Mental Health Support Service (Remploy)

• Vocational rehabilitation support for people with mental health conditions who self-refer , 90%+ success rate

• Fit For Work

• Vocational rehabilitation assessment and signposting to support focussed on those with longer term (4 weeks) absence – RTW Plan, signposting


Making it work

• Successful & sustained RTW needs empathy, support & effort on the part of all the stakeholders

• Be led by the employee – they know most about ‘triggers’ and what will work for them

– how their health effects their work, & how their work effects their health!

• Get professional support and advice where possible

• Review the RTW process regularly and don’t be afraid to change things

• About culture & attitude as much as policy - an open door and an open mind


www.theworkfoundation.com


[email protected]

@Karenwhatever

©The Work Foundation Karen Steadman Senior Researcher Centre for Workforce Effectiveness The Work Foundation, Lancaster University Retention and Return.

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