Returning to Work After Mental Illness: Tips for Employers
Returning to work after time away can be challenging, even if it’s only been a short break. For those who’ve taken time off with mental illness, heading back to work can be even more daunting. On top of concerns relating to workload, worries over potential stigma can be enough to trigger more negative feelings.
Supporting Employees During Their Return
Although time out of work can allow people to focus on their recovery, it can also sometimes have a negative impact on their sense of identity. It is crucial for both the employee and the business to maintain regular contact during recovery. This demonstrates that the employee is valued and keeps them updated on company news to help ease their return when they’re ready.
Creating an Inclusive Workplace Culture
Developing an open and supportive workplace culture for those battling mental health problems can help remove the stigma, benefiting both the employees and the company. People who have experienced mental illness can offer valuable insights that can help create a balanced and fair workplace.
Flexible Support for Mental Health Challenges
Employees may not be ready to dive back into a full work schedule after dealing with mental health issues. Offering flexibility, such as part-time hours initially, can help employees ease back into their roles without feeling overwhelmed. Additionally, providing support to relieve day-to-day stress, such as flexible working hours, can contribute to a better work-life balance.
Early Interventions and Support
Recognizing signs of mental ill health early and providing support is crucial. By fostering an open culture where employees feel comfortable discussing their problems, you can encourage early interventions. Creating awareness across the office can also encourage employees to look out for each other.
Additionally, signposting emotional support available in the workplace, such as Employee Assistance Programmes (EAPs), can provide essential support to individuals dealing with a range of issues from family problems to mental illness. The EAP Association offers accredited providers and consultants that can help employees remain in work and well, ultimately benefiting the organization as a whole.
Liz Walker is HR Director at Unum UK.
