Managing staff with Mental Health Problems

1. Managing staff with Mental Health Problems Sophie Gask Occupational Health Adviser

2. Session outline • Spotting that someone is/may be struggling • How (& when) to have the conversation • Managing sickness absence due to mental ill health • Supporting someone back to work

3. Mental Health – an introduction • What is it? • Why is it an issue? • What can I do about it?

4. MIND - research • More than one in five (21 per cent) agreed that they had called in sick to avoid work when asked how workplace stress had affected them • 14 per cent agreed that they had resigned and 42 per cent had considered resigning when asked how workplace stress had affected them • 30 per cent of staff disagreed with the statement ‘I would feel able to talk openly with my line manager if I was feeling stressed’

5. Spotting someone is or may be struggling • Changes in mood or behaviour or how they interact with colleagues • Changes in work output, motivation or focus • Changes to decision-making, organisation or problem-solving • Appearing tired, anxious or withdrawn • Losing interest in tasks or activities previously enjoyed • Changes in eating, appetite and increased smoking or drinking

6. How & when to have the conversation • Take the lead – initiate the conversation • Ask them: “How are you doing?” • Establish open conversation • Routinely – as part of regular one to one meetings • As soon as you become aware something has changed

7. What to say • Ask simple, non-judgemental, open questions • Let them explain their mental health problems to you in their own way, using their words • Ask how this affects them, any triggers you should be aware of and what support they need at work

8. What to do • Don’t make assumptions • Listen to what they tell you & respond flexibly • Be clear, open and honest • Ensure confidentiality – limit to as few people who need to know as possible • Develop an action plan • Encourage them to seek advice & support • Reassure them • Seek advice & support for yourself

9. What to do when… • They say it’s you that’s causing the problem • Stay calm • Ask open questions: • about how you are causing the problem • how they would like to work differently with you • remain honest about what can change • agree actions planned

10. What to do when… • They say they are having thoughts of suicide or self harm • Stay calm • Encourage them to talk about how they are feeling • Ask what help and support they are getting • Signpost them to their GP/existing services • If you think there is immediate danger, do not leave them on their own, arrange for them to see their GP or care team immediately or contact A&E for details of the nearest Crisis Resolution Team

11. Role of Occupational Health • To advise staff and managers about health impacting on work and work on health • Accessed via management referral • An advisory report is prepared with the staff members consent, which they can choose to view prior to the report’s release

12. Managing sickness absence due to mental ill health • Keep in touch • Agree frequency and mode of contact • Keep the conversation social and ask open questions about them • Reassure them that you are interested in their welfare and recovery • Agree what information should be shared with colleagues

13. Refer to Occupational Health • Act on their recommendations • Be clear with the team about expectations on them in the absence of their colleague • Document all actions agreed – at every stage • Remain supportive to the absent employee

14. Supporting someone back to work • Arrange a return to work interview • This may be at their home (with their consent) • A neutral place • On their return to work • Prepare the team for their return • Meet the individual on their first day back

15. Return to Work Interview • Tell people they were missed • Explain return to work process • Reassure them they are not expected to walk back in to their usual workload / hours • Ask how they are feeling • Ask whether there are any problems at work causing them stress or home contributing to their absence • Discuss any concerns they have and agree a strategy • Understand that despite looking well, they may still be unwell

16. Maintaining them at work • Agree a schedule of regular one to one meetings with them at a frequency that works for both of you • Ask them how they are doing • Discuss with them how their mental health problem is impacting on them • Revise the return to work plan and strategy • Source further adjustments or support if required

17. Sources of support • Remploy Mental Health Service • https://www.remploy.co.uk/ • Rethink Mental illness • https://www.rethink.org/ • Birmingham Healthy Minds • http://www.bsmhft.nhs.uk/our-services/birmingham-healthy-minds/

18. Further resources and information • MIND - www.mind.org.uk/work • How to support staff who are experiencing a mental health problem • How to promote wellbeing and tackle the causes of work-related mental health problems • Managing and supporting mental health at work • How to be mentally healthy at work

19. NHS - www.nhs.uk/conditions • Suicide – getting help: • www.nhs.uk/Conditions/Suicide/Pages/Getting-help.aspx • Helping others: • http://www.nhs.uk/Conditions/Suicide/Pages/helping-others.aspx • Samaritans – 116 123

20. Any questions