MENTAL HEALTH & STRESS ALL THE DIFFERENCE


Recently-published research shows how employers can help people who have been suffering from mental health issues successfully return to work. Craig Foyle,


President of the Institution of Occupational Safety and Health (IOSH), looks at what it means for those in charge.


At any moment, one in five working- age people in developed countries suffer from a mental health problem, such as depression, anxiety, adjustment disorders and stress- related complaints.


What then can employers do to aid the return to work of people who have suffered from such an issue?


This was the subject of research recently published by the Institution of Occupational Safety and Health (IOSH). While the study was funded by IOSH and conducted at Tilburg University in the Netherlands, it has been recognised by occupational health professionals in the UK and it can be applied in many other countries.


THERE IS NO


ONE-SIZE FITS ALL APPROACH WHEN IT COMES TO THE REHABILITATION PROCESS.


WHAT THE RESEARCH ASKED Two separate qualitative studies were undertaken, one with mental health and occupational health professionals, general practitioners and managers. This revealed that those interviewed had relevant knowledge but struggled to put this into practice. It also highlighted issues with managers, including that they did not speak about the effect of conflict between themselves and workers.


The other involved workers on sick leave, who were split into three groups depending on their absence


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length: less than three months; three to six months; and more than six months.


Researchers drew three important conclusions from them, which were: perceived high workload and pressure was the primary cause of absence; mental health conditions were seen as a consequence of the absence rather than a cause; and those off sick long-term often disliked their work, affecting their motivation to return.


When asked about barriers to returning, workers cited many reasons, including poor relationship with line managers and lack of support from them. Many on long- term sick leave mentioned a lack of trust in management and a feeling they wanted to dismiss them. Another frequently mentioned barrier was heavy workload or work content which was either unchallenging or not matching job description.


HOW EMPLOYERS CAN HELP Following the research, a number of recommendations were made. One of the most pertinent was ensuring that managers have the right level of skills and knowledge on mental health.


Managers play a vital role in making sure the return to work process is as smooth as possible. If they are not educated enough on mental health and the specific issues of a particular employee, it will be very difficult for them to provide the required support.


Part of the support required is helping workers gain more self- awareness and insight into their personal needs and wishes.


By doing this, it will open their eyes to the fact that the way they are dealing with their work situation is not helping themselves. It will also make them more aware of their work-related needs and empower and support them in being more assertive in adapting


their work tasks where possible.


One thing made abundantly clear by the researchers was that there is


ONE IN FIVE WORKING- AGE PEOPLE IN DEVELOPED


COUNTRIES SUFFER FROM A MENTAL HEALTH PROBLEM.


no one-size fits all approach when it comes to the rehabilitation process.


With that in mind, managers and occupational health professionals need to consider a personalised approach, which includes good communication and an assessment of what the workers values, views and needs are.


An example of the personalised approach is to consider what an individual perceives as ‘work pressure’. The effect of work pressure is a major cause of sickness absence so this has to be taken seriously.


In addition, the topic of value of work should be addressed more often in the work context and greater effort should be made to improve the fit between an individual’s job and personal strengths and interests.


It is clear that employers have a crucial role to play in rehabilitating employees who are suffering from mental health problems.


Of course, it is preferable to intervene before major issues arise. After all, being in work is proven to be good for people’s mental wellbeing.


www.iosh.co.uk/rtwmentalhealth www.tomorrowshs.com


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