Stress Related Absence Return to Work. Kirstie Haines New Economy Yvonne Clarke Pathsways CiC

Transcription

1 Stress Related Absence Return to Work Kirstie Haines New Economy Yvonne Clarke Pathsways CiC

2 Overview Context What employers say Case study Resources Any questions?

3 Cost of poor mental health Total cost to UK employers is estimated at 26 billiion per year (2006: Centre for Mental Health): bn in replacing staff who leave because of mental ill-health; bn in sickness absence (40% of the average 7 days off sick per year is for mental health problems); but bn in reduced productivity at work. Presenteeism loses 1.5 times the working time lost due to absence - costs more as more common in higher-paid. NICE 2009: employers could save 30% of staff costs: prevention and early identification of problems should save employers at least 30%, i.e. 8 billion each year for a 1,000 employee company annual costs could be reduced by 250,000.

4 Stress Related Illness - Context Research headlines Work and home life can both contribute to poor mental wellbeing sometimes hard to disentangle Work can help people retain good mental health when home life is difficult but poor work can make it worse. Alcohol and drug misuse are increasingly used as self-medication Causal link between poor work and poor mental health. Increasing understand of what makes good work

5 What is Good Work? Good Work All staff have some control of their working day Staff are able to make suggestions and influence activities Staff are clear about what they are expected to do Staff get feedback on performance Poor Work A combination of high job demands and low job control Increasing job demands/perceived low level of reward and recognition An unsafe working environment Lack of job control has been shown to be related to reduced life expectancy, sickness absence and poor mental health. Poor work is associated with higher levels of spill over from work to family life and vice versa. A safe and healthy working environment

6 Employers Views - Greater Manchester Research Employers are worried about undertaking formal reviews of workplace stress potential claims. Mental wellbeing rarely included in line manager training Some very outdated and unenlightened views about mental health conditions Male dominated workforces least likely to take action No we employ about 50 unskilled workers (men) and what is there for them to get stressed about or suffer anxiety over (Interviewee 8). No I don t think we ve thought of it really its all men here so things like that aren t really up on our agenda (interviewee 9). What like counselling and things like that? I don t think our lads need stuff like that and we are all men here after all we don t talk about our feelings or stuff like that (Interviewee 8).

7 Employees Views - Greater Manchester Research Employees are worried to advise managers that they are struggling. Fear of targeted for redundancy Stigma of mental health Fear of bullying and harassment

8 Excessive Pressure Case Study The Client 41 year old male, working as cashier for a bank for 20 years off sick with stress 90 days prior to accessing service Had always liked job - helping people/being busy

9 Excessive Pressure Case Study Contributing Factors Felt as a consequence of changes to banking industry pressure has increased dramatically As substantive staff left, replaced with agency staff Felt lowering of autonomy within job regarding decision making Target driven regarding service sales.

10 Excessive Pressure Case Study Resulted in Client not being able to stop thinking about work and sleep deprivation Increasing in alcohol in order to help sleep GP signed off sick due to stress Workplace unaware that stress related to work

11 Excessive Pressure Case Study What did Fit for Work Service do: Individual did not feel comfortable talking to workplace and gave us consent to discuss his concerns with his manager Facilitated meeting between client and manager Talked through job role Change in responsibilities Client phased return to work over 3 week period Wellbeing support regarding alcohol and sleep

12 Excessive Pressure Case Study Outcome Returned to work within 2 weeks of referral Aware of what to do if feels work is getting too much Aware of how to get wellbeing support Tracked for 6 months.

13 Resources Fit for Work Services HSE Stress Management Standards TUC resources for Union Safety Representatives: Acas resources and training Mindful Employer - Free Occupational health line for businesses with less than 250 staff -

14 Resources Health Work and Wellbeing site Healthy people = healthy profits (20 case studies and DVD UK best practice) Workplace Wellbeing Toolkit free resource to support employers to understand the specific health and wellbeing issues within organisations. (via Business Link) Scotland Health Board - 21 st Century MANual a guide to coping with life s challenges specific guide for men. Fit for Work Service Greater Manchester refer/signpost people who are in work and off sick who want help getting back to work ffw.enquiries@pathwayscic.co.uk Improving Health and Well-being of Employees. Guide on work and health for employers

15 Any Questions? Yvonne Kirstie Haines