How best to support a return to work
MEDIA RELEASE
18 December 2009
The Like Minds, Like Mine programme is offering some practical advice to employers on best practice when staff members are returning to work after a period of sickness.
One in five New Zealanders experience a mental health problem every year. It is important to realise that most people who take time off because of a mental health problem recover completely and have the capacity to resume work successfully.
However, there are steps that employers can take, such as discussing a phased return to work, to make the transition back to work go as smoothly as possible.
"Given the investment that organisations make in individuals, it makes good business sense for employers to support an employee's planned return to work," Judi Clements, Chief Executive of the Mental Health Foundation says.
An online toolkit on returning to work for both employees with experience of mental illness and their employers is available through Like Minds. Areas covered include factors to consider in planning a return to work.
The information on returning to work is the fourth in a series of workplace tips. The first three helpsheets - on the recruitment process, supporting someone in the workplace and keeping in touch during sickness absence - can also be found on the Like Minds website.
ENDS
Media enquiries to:
Carrie Briffett
Communications Officer
Mental Health Foundation of New Zealand
DDI: 09 966 5725
Mobile: 021918220
carrie "at" mentalhealth.org.nz
Returning to work
Employers
Most people with mental health problems recover completely and have the capacity to resume work successfully.
The organisation has made an investment in that individual and in most cases, a planned return to work will be more cost effective than early retirement.
Factors to consider in planning the return
• Consider with the employee any factors that contributed to their absence that could realistically be changed or accommodated
• Ensure they don't return to an impossible in-tray and thousands of emails
• Brief them on what's been happening - social life as well as work developments
• Set achievable goals
• Have frequent informal chats so there is an opportunity to discuss progress/problems
• Make the person feel welcomed back
• Discuss whether any reasonable accommodations need to be made to ease their return. Reasonable accommodations should be made for any employee, not just those with experience of mental illness.
• Discuss what colleagues will be told
• Consider a mentoring scheme with another employee so that the person returning can also talk to someone who isn't their manager
• Give positive and constructive feedback
• Be realistic about workloads - be aware that some people will wish to prove themselves and may offer to take on too much
Reasonable accommodations
• A phased return to work - starting with part-time working and building up
• Identifying the training needs of an individual
• Working at home for some of the time
• Time off for attending therapeutic sessions (this should be allowed for all medical problems)
• Changing shift patterns or exploring different work options - e.g. part-time, job-share
• A later or earlier start to avoid rush hour travel
• A quiet place where they can go if feeling anxious/stressed
• Support with childcare
Employees
How can I prepare for returning to work?
• Think about any adjustments or support that would be helpful.
• Are there particular aspects of the job that make you feel anxious? Have practical suggestions about what can be done about these.
• Would it be helpful if there were a neutral/independent person who could act as a mentor?
• Think again about what you'd like colleagues/clients to be told
• How will you describe what's been happening? How will you protect yourself against intrusive or tactless questions?
• Might it be helpful to meet up for a coffee with a trusted colleague to catch up before you return?
• Think about how you'd like your progress to be monitored. What goals are realistic?
Line Managers' Resource, Mind Out for Mental Health
About Like Minds, Like Mine
Like Minds, Like Mine is a public education programme aimed at reducing the stigma and discrimination faced by people with experience of mental illness. The programme is funded by the Ministry of Health and guided by the Like Minds National Plan.
Around the world, stigma and discrimination are recognized as one of the major barriers to a person's recovery. But changing attitudes and behaviour in society is complex, so the Like Minds programme works on a variety of levels to try to achieve this.
The majority of its work is undertaken by several national contractors, including the Mental Health Foundation and a team of 26 Like Minds providers.
Employment series
Returning to work is the fourth media release in an employment series. For the other three, please visit the Like Minds website.
