Challenges and solution
Challenges:
Research indicates that employees absent due to mental health concerns are significantly less likely to return to work promptly after six weeks. Early occupational health involvement is crucial, recommended at the four-week absence mark, to effectively facilitate a swift and sustainable return to work. Many organisations, however, face challenges around:
- Timely referrals to occupational health
- Ensuring managers fully understand and implement effective absence management practices
- Accurate and collaborative communication between GPs, HR, line managers, and OH
MCL Medics’ Approach:
MCL Medics partnered closely with the client’s HR and management teams to address these challenges. Key actions included:
- Early OH referral at 25 days’ absence, following best practice recommendations
- Utilising a biopsychosocial model for comprehensive initial assessments
- Ensuring clarity in referral documentation, providing training to managers on effective OH referral practices
- Offering specialist OH-led psychological support alongside existing Employee Assistance Programme (EAP) services
- Conducting detailed work-based risk assessments aligned with HSE Management Standards
- Facilitating multidisciplinary collaboration among OH advisers, HR, line managers, and external wellbeing providers
Case Details:
In one illustrative case, an employee’s absence was initially reported as non-work-related stress. However, deeper OH-led engagement identified multiple contributing factors:
- Work-related anxiety regarding performance expectations
- Personal stressors, including caregiving responsibilities and recent bereavement
These insights enabled the OH adviser to implement tailored interventions:
- Referral to internal wellbeing advisers for relaxation techniques and mindfulness training
- Support through bereavement counselling via the EAP
- Guidance encouraging compliance with medical treatment, respecting personal autonomy but highlighting potential benefits
- Addressing specific anxieties around workplace reintegration through structured return-to-work plans
Return-to-Work Support:
To facilitate a successful return to work, the OH adviser developed a tailored plan incorporating reasonable adjustments such as:
- Phased return with flexible working patterns
- Temporarily adjusted duties to reduce initial pressures
- Buddy system for additional emotional and practical support
- Provision of regular short breaks to manage anxiety effectively
Implementation of a detailed work-based stress risk assessment Regular follow-up during the phased return ensured the effectiveness of the adjustments and provided continuous support to both the employee and management team.
Results:
The targeted, collaborative approach significantly improved the employee’s mental health, leading to a successful, sustainable return to work. The strategies and interventions not only supported individual recovery but also enhanced the organisational capability for managing future mental health-related absences.
Impact:
This case underscores the importance of early OH intervention, collaborative multidisciplinary working, and tailored, employee-centred approaches in managing mental health-related sickness absence effectively. It also highlights the value of proactive OH involvement in equipping HR and management teams with the skills necessary to better support employees experiencing mental health challenges, ultimately contributing to improved attendance and workplace productivity.