Helping employees return to work

With the right help, people experiencing mental health problems can – and do – stay at work.

This may involve agreeing a ‘return to work’ plan that gradually increases the hours your team member works after being off work ill. It may require a little more flexibility in terms of hours worked or support offered by line-managers.

 

Short-term illnessesCEO with staff in an office

A great checklist to help employers and HR staff: 

From sick note to fit note

  • In April 2010 the sick note became a fit note. Click here for more information

Managing work-related stress

A step-by-step management toolkit for employers working with an employee who is experiencing work-related stress:

How and when to help

Information for employers on when to manage a health issue within the organisation and when to seek outside help.  Explains how and where to seek outside help:

Job retention services

Much long-term unemployment can be averted if the right steps are taken when employees' health conditions are first identified. The Centre for Mental Health has more information about these.

Medium to long-term illnesses

How to manage long-term sickness absence if you’re a small business
A guide to managing sickness and return to work for small businesses by the Health and Safety Executive:

Legal obligations of long-term sickness

This Health and Safety Executive site states that although there is no legal requirement to rehabilitate an employee if s/he is off sick, there are certain responsibilities that may apply. Find out more here:

Steps to take to ensure you are fair

More information on the legal implications of long-term sickness, including consultation, medical investigation, providing reasonable alternative employment and dismissal: