These guidelines consist of actions organisations can take to facilitate return to work for employees following
an episode of depression, anxiety or a related disorder. They were produced using the Delphi method,
which is a systematic way of assessing the consensus of a panel of experts. The actions have been rated as
important or essential by expert panels of consumers, employers and health professionals. It is hoped that
the guidelines will be used to improve the practices of organisations as they support those returning to
work after mental health problems.
Organisational policy and procedures around return to work
As part of a broader health and well-being policy, the organisation should have a specific policy around return to work for employees
with a mental health problem. This return to work policy should be formalised and written in plain language, to ensure that it is
clear who is responsible for carrying out any actions or procedures.
The organisation should promote awareness and a clear understanding of the policy to all employees, and should ensure that it is
implemented, supported and promoted by all stakeholders. The organisation should also ensure that everyone understands their
responsibilities relating to return to work, that everyone has the skills and knowledge to put their responsibilities into practice, and
that the policy is implemented consistently for all affected employees.
An ideal return-to-work policy should include at least the following:
- A commitment to helping employees return to work after sick leave due to a mental health problem, and encouraging their return
to work through adjustments rather than prolonging sickness absence ‘to play it safe’ - expectations, roles and responsibilities of all parties involved in the return-to-work process
- what should happen when someone discloses a mental health problem, with a commitment to ensuring that employees who have
experienced a mental health problem are treated fairly, equally and consistently - how supervisors should seek advice regarding an employee’s mental health problem, the actions they should take, and when and
how this action will be supported by the organisation - sources of advice within the organisation on what can be done to help an employee’s return to work and continued employment
- the reasonable adjustments that can be made to retain an employee who has developed a mental health problem so they are not
put at a disadvantage in their job, including provision of time off to attend medical appointments - procedures for keeping in contact with staff on sick leave, including when and how employees should notify absence and what is
expected from the employee while on sick leave - provision for return-to-work plans with agreement of everyone affected
- defining responsibilities for putting the return-to-work plan into action and reviewing its progress, including arrangements for
return-to-work interviews - links with other key policies, such as human resources, health and safety, equal opportunity etc., and company employee benefit
schemes
Feedback on the return-to-work policies and procedures should be invited from employees and from employee representatives, with
the content reviewed regularly.
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