Retention and Return to Work

The Role of Employers Centre Forum: Mental Health in the Workplace 11 th March 2015 Karen Steadman Senior Researcher Centre for Workforce Effectiveness The Work Foundation, Lancaster University ©The Work Foundation

Agenda

• • • • 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. ©The Work Foundation

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 ©The Work Foundation

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 ©The Work Foundation

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?

©The Work Foundation

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 ©The Work Foundation

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 ©The Work Foundation

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 ©The Work Foundation

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 ©The Work Foundation

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 -

and an open mind an open door

©The Work Foundation

©The Work Foundation

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