Positive employee wellbeing can have a significant influence on organisational performance.
In 2017/18 the HSE reported that 26.8 million days were lost to work related illness. Of these occurrences the average absence for stress, anxiety or depression was 25.8 days. Research shows that the longer people are off sick, the less likely they are to make a successful return to work. After six months absence from work, there is only a 50% chance of someone making a successful return. It’s therefore important to have a reliable Occupational Health provider who can turn referrals around quickly and efficiently in order to support a speedy resolution where possible. The key is to focus on timely intervention allowing your organisation to create greater engagement and reduce levels of absence.
Occupational health teams support managers to keep people well at work both physically and mentally. Occupational health services will help keep your employees healthy and safe whilst in work and identify any risks in the workplace that are likely to give rise to work-related ill health.
It is important to consider what you need from a referral both for the employee and as an employer to be able to support the employee and consider the impact of the situation in the workplace.
Here are some questions to consider including in the referral that will help you to get the most out of your referral:
- How long have they been suffering from the condition, and how long would you expect it to last?
- What are the likely causes of the condition(s) and could it be aggravated by workplace issues?
- What treatment (if any) is the employee currently receiving for the condition(s)? In your opinion, given the medical history, how effective is the current treatment likely to be?
- What medication (if any) is prescribed for the condition(s)? What is the effect of the medication and in your opinion, given the medical history, how effective is the current treatment likely to be?
- Is it possible that the employee’s condition could deteriorate further?
- Does employee have a disability within the meaning of the Equality Act 2010. If so, what substantial adverse and long-term effects does the condition(s) have (if any) upon the employee’s ability to carry out normal day-to-day activities and what particular normal day-to-day activities are affected?
- In your opinion, is employee fit to continue working in their current role? Please provide details of what (if any) aspects of the role the employee is not fit to continue with or which duties require adjustments (by reference to the job description).
- Are there any adjustments (of either temporary or permanent nature) which could be considered in order to enable the employee to return to their role?
- Do you have any special recommendations regarding the hours that the employee may be able to work and the frequency of their attendance at work, for example, if a phased return is recommended, please confirm on what basis?
- Is there any other relevant information or advice you feel will help us to deal with the current situation and assisting in getting them back to work.
At FusionHR, we offer a direct referral to a physician allowing immediate access to a qualified GP who specialises in Occupational Health management. From the point of referral we are often able (with employee consent for immediate release to management) to hold a consultation with the employee and generate a report back to management within a week. There are no hidden costs and no discharge or administration fees.
If you would like to know more about our service and how it could help you please give one of the team a call on 01924 827869 or email [email protected]
Source: http://www.hse.gov.uk/statistics/dayslost.htm
