Search results for ‘Subject term:"mental health problems"’ Sort:
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Healthy work plan
- Author:
- MARMION Laura
- Journal article citation:
- Open Mind, 166, May 2011, pp.22-23.
- Publisher:
- MIND
The Healthy Work Plan is a simple tool which enables communication between employers and employees about the management of mental health in the workplace. The Plan does not disclose diagnosis but identifies a number of issues including trigger factors, warning signs, people to be contacted and reasonable adjustments that might need to be made.
Supporting employers
- Author:
- FROST Richard
- Journal article citation:
- A Life in the Day, 11(3), August 2007, pp.33-35.
- Publisher:
- Emerald
MINDFUL EMPLOYER, designed and developed by employers with the support of WorkWAYS, Devon Partnership NHS Trust's vocational service, offers support to employers in recruiting and retaining staff who experience mental ill health. This article looks at its key principles and how it works.
Facing the challenge of mental ill health in the workplace
- Author:
- JOYCE Jill
- Journal article citation:
- Journal of Public Mental Health, 12(2), 2013, pp.93-97.
- Publisher:
- Emerald
This paper reviews evidence from the Health and Safety Executive (HSE), European Agency for Safety and Health at Work (EU-OSHA) and Institution of Occupational Safety and Health (IOSH) to outline the extent and cost of work-related mental ill health and the challenges it causes in the workplace. It focuses on what employers can do to facilitate an early return to work for those absent from work. It argues for a proactive approach to the management of mental ill health, recognising that employees are a valuable asset, assessing psychosocial risks and promoting health and wellbeing. This involves not only protecting their employees from work-related health and safety risks, but also helping employees with minor conditions to stay at work, for example, by negotiating flexible hours. Employees also need opportunities to look after their own health and wellbeing at work. Finally, it is important to create a culture where working with a mental health condition is accepted by other employees as normal. Good practice from Europe is reported. (Edited publisher abstract)
Leading by example
- Author:
- CAROLAN Stephany
- Journal article citation:
- A Life in the Day, 10(3), August 2006, pp.27-30.
- Publisher:
- Emerald
The author describes the start of a journey by Hampshire Partnership Trust towards becoming an exemplar employer though participation in the CSIP Leading by Example project. The trust aims to become and exemplar employer for all staff - but explicitly for those who have experienced mental ill health.
Sickness absence survey 2015
- Authors:
- EEF, JELF
- Publisher:
- EEF
- Publication year:
- 2015
- Pagination:
- 36
- Place of publication:
- London
Presents the findings of a national survey which looks at manufactures’ experiences of sickness absence. The survey questionnaire was sent to companies across the UK and 345 responses were returned, covering 83,654 employees. The key messages arising from the survey are: five years on, the government’s fit note is not working, with just over two-fifths of employers disagreeing that it has enabled those absent from work to return to work earlier; there is an increasing concern about growing long-term sickness levels; fewer than a fifth of companies measure the economic cost of sickness absence; overall sickness absence remains low at 2.2 per cent but, long-term absence sees largest rise in five years; two fifths of companies see long-term absence rise; mental health issues most difficult to make work adjustments for and only one in ten companies provide manager mental health training. The report makes a number of recommendations for policy makers to help: resolve long-term sickness absence through a more effective Fit for Work service, diagnosis and treatment and incentives for employers; ensure fit note works as intended; and provide evidence based and outcome focused health and wellbeing benefits and services. (Edited publisher abstract)
Disclosure dilemma
- Author:
- WOODSIDE Andrea
- Journal article citation:
- Mental Health Today, November 2011, pp.10-11.
- Publisher:
- Pavilion
- Place of publication:
- Hove
Disclosing a mental health issue to an employer is still a dilemma for employees. Many people feel unsupported and stigmatised when they have disclosed a mental health conditions at work. People with experience of mental distress do recover, and although they may experience relapses from time-to-time, they can make enormous contributions to the workplace. This article argues that it is in the best interest of both employers and employees to recognise the need for a supportive environment where disclosure of mental health issues is not only accepted but welcomed. A number of simple ways for organisations to overcome stigma and encourage supportive return to work policies are suggested.
What stops those with mental health conditions from returning to work?
- Author:
- OLIVER Nicola
- Journal article citation:
- Mental Health Today, July 2011, pp.16-18.
- Publisher:
- Pavilion
- Place of publication:
- Hove
This is a personal account of the difficulties overcome after returning to paid employment after recovery from serious mental illness. The author describes how she has overcome these obstacles with the support of an understanding employer and the help of a mentor and a peer mentor.
Small change, big difference: a civil service line manager's guide to reasonable adjustments for mental health problems
- Author:
- RETHINK
- Publisher:
- Rethink
- Publication year:
- 2009
- Pagination:
- 42p.
- Place of publication:
- London
Reasonable adjustments are required by the Disability Discrimination Act to be provided by employers for disabled staff. This publication is a practical guide for civil service line managers about supporting employees with mental health problems, and providing reasonable adjustments. The guide provides information about mental health problems and how they can impact on people at work. It aims to help managers to make adjustments to minimise this impact so that the employee can work most effectively. The guide includes information on: who is entitled to reasonable adjustments; when is an adjustment reasonable; examples of reasonable adjustments for mental health problems; Wellness and Recovery Action Plans; stigma and encouraging staff to be open about their mental health problems; examples of how someone with a mental health problem might be affected at work; how mental health problems are different to stress; and what to do in a crisis.
Mental health, employment and the social care workforce
- Author:
- SOCIAL CARE INSTITUTE FOR EXCELLENCE
- Publisher:
- Social Care Institute for Excellence
- Publication year:
- 2011
- Place of publication:
- London
This briefing summarises evidence about what hinders people with mental health problems from working in social care, and what helps them to gain and/or retain employment. It also covers the importance of mental health and employment and relevant law, policy and guidance. This briefing relevant for occupational health, human resources, and line managers to help improve recruitment and retention of people with mental health problems and address the mental wellbeing of their workforce.
Let's talk: improving conversations about disability at work
- Author:
- SCOPE
- Publisher:
- SCOPE
- Publication year:
- 2017
- Pagination:
- 36
- Place of publication:
- London
This research explores the opportunities and barriers working disabled people come across in having conversations about disability at work. It also highlights gaps between policies and practice that are preventing businesses from supporting disabled staff at work and looks at what employers and Government can do to reduce the risk disabled people perceive they face when sharing information. It draws on the results of interviews with disabled people about their experiences of talking about disability at work and two surveys, one with 306 working disabled people and another with a 1004 disabled people. The findings are discussed across the following themes: the barriers to sharing information at work; what can lead to sharing information; outcomes of sharing information; and what needs to change. The issues in each section are illustrated with case studies and results from the surveys. The results found that many disabled people struggle to share information about their impairment or condition in the workplace, which can make it harder to access the support and adjustments they need. The final section provides recommendations to disabled people, employers and to Government. (Edited publisher abstract)