Helping employees return to work

Many businesses accept that when an employee is sick they should be encouraged to take time off to recover. But did you know that returning to work can be just as important in the recovery process from mental illness? It’s true, and there are benefits for both the employee and employer.

Employers and workplaces need to have a policy and procedure for helping their employees return to work following a mental health problem. Following extensive consultation with Return to Work providers and workplace mental health experts and SuperFriend, Orygen Youth Health Research Centre has published guidelines for organisations to use when developing their return-to-work policies and procedures. SuperFriend was pleased to be involved in the development of the guidelines. You can download a copy of the guidelines by clicking the Download button on the left side of this window or the link at the bottom of this page.

These guidelines consist of actions organisations can take to facilitate return to work for employees following an episode of depression, anxiety or a related disorder... It is hoped that the guidelines will be used to improve the practices of organisations as they support those returning to work after mental health problems.[1]

The importance of work for mental health

Work is an important part of life regardless of whether it is paid or unpaid. It plays a central role in our mental health as it provides social interaction, skill development, structured time and routine, a sense of identity and purpose and, in the case of paid work, finance.

For employers, having employees who are mentally healthy is likely to result in reduced absenteeism and lower staff turnover, higher productivity, deeper engagement and greater staff loyalty[2]. In effect this means a mentally healthy workforce is a healthier, more profitable business. It makes sense then that employers should focus on not only maintaining the mental health of their employees but also assisting the return of those who have been away due to mental illness.

Organisational policy and procedures around returning to work

The guidelines produced by Orygen Youth Heath Research Centre state that an ideal return-to-work policy should include at least the following:

• A commitment to helping employees return to work after sick leave due to a mental health problem, and encouraging their return to work through adjustments rather than prolonging sickness absence “to play it safe”
• Expectations, roles and responsibilities of all parties involved in the return-to-work process;
• What should happen when someone discloses a mental health problem, with a commitment to ensuring that employees who have experienced a mental health problem are treated fairly, equally and consistently;
• How supervisors should seek advice regarding an employee’s mental  health problem, the actions they should take, and when and how this action will be supported by the organisation;
• Sources of advice within the organisation on what can be done to help an employee’s return to work and continued employment;
• The reasonable adjustments that can be made to retain an employee who has developed a mental health problem so they are not put at a disadvantage in their job, including provision of time off to attend medical appointments;
• Procedures for keeping in contact with staff on sick leave, including when and how employees should notify absence and what is expected from the employee while on sick leave;
• Provision for return-to-work plans with agreement of everyone affected;
• Defining responsibilities for putting the return-to-work plan into action and reviewing its progress, including arrangements for return-to-work interviews;
• Links with other key policies, such as human resources, health and safety, equal opportunity etc., and company employee benefit schemes;

Roles and responsibilities when creating a return-to-work plan

Organisations and workplaces vary in size. While some may have a Human Resources professional (or even a whole department), in some workplaces it may be the employer or business owner who coordinates an employee’s return to work. For this reason it is important that roles and responsibilities are clearly defined when planning an employee’s return. The Orygen Youth Health Research Centre guidelines help with this process by defining what those roles are and their accompanying responsibilities.

Click here to download Helping employees successfully return to work following depression, anxiety or a related mental health problem: Guidelines for Organisations.

References:
[1] Helping employees successfully return to work following depression, anxiety or a related mental health problem: guidelines for organisations, Orygen Youth Health Research Centre, Centre for Youth mental Health, University of Melbourne; 2011
[2] 2010 Workers with Mental Illness: A Practical Guide for Managers, Australian Human Rights Commission, 2010.