Reasonable Adjustments

January 5, 2018 | Author: Anonymous | Category: Business, Management, Human Resource Management
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Mental Health in the Workplace Alex Connor Senior Health Improvement Practitioner

The Business Case •

It is estimated that a total of 2.2m working days are lost every year through mental ill health in Scotland (SAMH, 2007)



Each case of stress-related ill health leads to an average of 29 working days lost per person per year (CITB) 34% of mental health service users are dismissed or forced to resign work because of mental health issues (Read & Barker) 53% of service users in employment are fearful of revealing their mental health problems to employers (MIND 2001) 30% unemployment among people with disabilities but 72% for people disabled through mental ill health

• • •

(Disability Rights Commission Scotland)

Benefits of a mentally healthy workplace •

People who have experienced a mental health problem can be more aware of their own strengths and weakness



Providing support at an early stage can prevent escalation of a condition



Staff will feel supported and valued resulting in a healthier, more motivated and productive workforce



Employment or other valued activity is key to maintaining positive mental health



Your reputation and profile will be enhanced as a responsible and well managed organisation helping to attract and keep employees

Legislation relating to workplaces • The Health and Safety at Work etc Act 1974 • The Equality Act 2010 • The Act protects all workers • At every stage of the recruitment process • During employment

• In relation to harassment • At termination of employment • During any redundancy programme

Protection for People with Mental Health Problems • Can disclose problem at any point • Employers must consider ‘reasonable adjustments’ from time of disclosure • Direct discrimination, victimisation, harassment and a failure to make adjustments that are reasonable can never be justified

Reasonable Adjustments Employers:

• Have a duty to provide reasonable adjustments • Must negotiate reasonable adjustments with employee

• Financial burden not an automatic reason not to make adjustments • Examples of reasonable adjustments

Job Retention Strategies • Positive perspective on mental illness • Job satisfaction • A good fit between the job and the individual’s skills and abilities • Supportive and well trained management • Early intervention and sufficient time off work to aid recovery • Individually tailored return to work programmes and workplace adjustments

Creating a Mentally Healthy Workplace • • • • • • • • •

Working conditions Staff consultation Clear expectations Stigma and discrimination Pace and style of work Regular supervision and appraisal Provide reasonable adjustments Reward achievement Promote healthy lifestyles

Health at Work Tel: 0141 314 0024 www.healthatwork.org.uk Healthy Working Lives Adviceline 0800 019 2211 www.healthyworkinglives.com

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