You might think, as many do, that Return to Work (RTW) interviews are only necessary when an employee has been off work due to a serious illness or injury or for a long time. In fact, the opposite is true. Continue reading
There are two common misconceptions about return to work after illness: 1) that you have to be fully recovered to return and 2) that you cannot return until a medical certificate runs out. Excluding contagious diseases or health and safety reasons barring a return, “you don’t have to be 100% OK to return to work. The earlier you can return to work the better. Work is often part of treatment, and getting back to work is part of the recovery process” (Professor Burton, NHS). Continue reading
Early intervention has always been our mantra. The sooner an absence is reviewed and the appropriate action taken to put a plan in place for a return to work, the better the outcomes. Short of spotting any warning signs for problem before it escalates to an absence, there’s no better time for early intervention than the first day of absence. We’ve shared some scary stats in the past that should give us enough reason not to be idle while an absence gradually becomes long term, but if you were wondering how to achieve this in practice, Day-1 OH could be the solution you’ve been looking for. Continue reading
Many businesses across England are resuming operations after almost seven weeks in lockdown, employees are being encouraged to return to work, providing working from home is not possible; whilst employers are now required by law to comply with government sector specific guidelines to ensure the workplace is COVID-19 secure and with the necessary precautionary measures in place. Continue reading
The Resolution Foundation published a report titled Retention Deficit in June 2016 to discuss the challenge of increasing employment level among disabled people. This article provides a summary of the report and recommendations. All the recommendations put forward here are those of the report authors.
Despite the employment rate sitting at a record high, the government has positioned halving the disability employment gap as a central challenge for the UK labour market. Progress in employment rates among the disabled has been modest at best, but large geographic variations in disability employment rates give reason to hope that improvements are possible. Continue reading
The Institute of Employment Studies (IES) published a review of presenteeism in May 2016. Occupational Health & Wellbeing reported that the headline finding of the report was that presenteeism can be beneficial. Reading the report itself, it is obvious that the writers use a different definition of ‘presenteeism’ from the one we at Honeydew would use. Continue reading
So you have an employee who is absent with a long term ill health condition. As the manager you wonder what the future looks like for the employee. What is their prognosis? When are they likely to be able to return to work? Will they be able to do their job in full when they return? Will adjustments be needed at the workplace? Basically, you need medical advice.
As an employer, there are generally two avenues to go down in order to get a doctor’s advice when an employee is absent or suffers from ill health at work. Either you write to the employee’s GP or NHS specialist or you send them to see an Occupational Health Physician (OHP) or Nurse. Which option should you choose? It helps to understand what you can expect from the GP versus the OHP. Continue reading
We’ve written about this before, but now it’s finally here. Employers in England and Wales are now able to refer employees to Fit for Work, the government service set up to help working people on long-term sickness absence.
Fit for Work provides occupational health services to people who have been, or are likely to be, off work for four weeks or more. It is particularly aimed at small and medium-sized businesses (SMEs) that have little or no occupational health support. Continue reading