What can an employer do if someone becomes ill at work?

Most people who have ongoing mental health problems can continue to work successfully – without or with or only minimal support.

Where someone needs support, this section discusses how managers and employees can work together to ensure that it is flexible to suit varying health needs.

Remember – it is discriminatory to make assumptions about people’s capabilities, their potential for promotion or the amount of sick leave they are likely to need, on the basis of their illness. People with mental health problems should be treated in exactly the same way as any other member of staff unless they ask for help or demonstrate clear signs through their performance or behaviour that help is needed.

Using regular management processes to monitor needs

If a person has experienced a period of sickness absence and re-entry to work, you should discuss the format of their return to work and integration back into their in advance of any return date. A documented plan can be valuable. You both might want to agree when they have reached the stage of ‘business as usual’. At this point, the most appropriate response is to use normal management processes to review their performance, needs and work planning.

Coping strategies

Most individuals are encouraged to develop a coping strategy as part of their care. This often involves noting signs of a possible relapse and taking pre-emptive action to avoid it. For example, cutting down on work or social activity, being careful about drinking alcohol, taking exercise and finding time to relax.

It is important you support the employee at this first warning stage. Small and inexpensive adjustments may well prevent a more costly period of illness.

It is worth noting that employees who have developed a coping strategy may be better equipped to deal with pressure than employees who have never experienced a mental health problem.

Advance statements

Some people find it useful to draw up an ‘advance statement’ which explains how they wish to be treated if they become unwell. The statement can cover practical arrangements as well as treatment preferences, including details of the people who should be contacted or provided with information. (An advance statement is different from an advance directive, which any of us can make, and is a decision to refuse medical procedures if you become mentally incapacitated due to illness or accident).

It might be helpful for someone with mental health problems to draw up an advance statement which relates to the workplace. It could include information such as: signs that indicate that the person is becoming unwell, who to contact (perhaps a close relative, care coordinator or GP), what sort of support is helpful and what is not. If an employee draws this up in agreement with you, it would be important for you to put the statement into practice to maintain trust.

Supported work projects

There are many projects around the country that offer support both to employees who have experienced mental health problems and to employers. These projects have excellent success records in placing people in employment and in supporting them to be effective employees in the long term. In fact many people require only minimal support once they have been given the opportunity to work. They are also useful points of contact.

You may wish to advertise a post through your local supported work project or you can contact them for advice. People should find information on supported work schemes from the Disability Employment Advisor at their local Jobcentre Plus.