Supporting someone back to work
When an employee is absent from work because
of mental illness, there are things you can do as a manager, for example, keeping in contact
either by email or by phone, which is part of a return to work initiative and not a token
call. If you're calling, it's important to ensure that you are calling to genuinely find
out how they're doing and not to put pressure on them to return to work before they feel
that they're ready to do so. Ask how they are doing and keep them up-to-date with any
work-related changes you feel are relevant. Depending on the type or level of mental health
illness and the individual's rehabilitation plan, at some point, it will be appropriate
to look at the process returning to work. For some people, coming back may be a huge
barrier to overcome due to embarrassment, fear and being unsure how they'll be received
by their colleagues or customers. For others, it may be a rush to get back to work, as work
is a key component of their lives. As such they may rush their GP into being signed fit
to return to work when they're not fully ready. Having a process of support, a phased return-to-work
model and review process while at work to ensure mental health and wellness is something
that needs to be in place, monitored and addressed positively. Further risk assessments may be
required for the absentee prior to coming back to work. If they are on medication that
can affect their health or safety and that of others who they may come into contact with.
Supporting the individual's team during the absence is also important and regular contact
in regards to their colleague's progress must be fed back. Elements of confidentiality must
be maintained at all times and only with the absentee's consent, can information be disclosed.
Supporting Absent Employees with Mental Health: Best Practices
Keeping Contact and Supportive Communication
During an employee's absence due to mental illness:
- Keep in regular contact via email or phone as part of a return to work initiative.
- Ensure contacts are genuine and supportive, not merely token gestures.
- Ask about their well-being and update them on relevant work-related changes.
Planning and Facilitating Return to Work
Preparing for an employee's return:
- Consider the type and level of mental illness and their rehabilitation plan.
- Plan a phased return to work to accommodate individual needs and challenges.
- Address barriers like embarrassment or fear of returning to work environment.
- Avoid rushing the return process to ensure readiness and wellness.
Support Systems and Confidentiality
Establishing supportive systems and confidentiality:
- Implement a support process and phased return model.
- Regularly review and adjust support measures to promote mental health.
- Conduct risk assessments as needed before the employee returns to work.
- Maintain confidentiality; disclose information only with employee's consent.