Q: I have always been sceptical when an employee calls in sick claiming a mental health problem. Does this validate a day off work, and do I need to take the reason seriously?
A: The definition of mental health is the level of emotional and psychological well-being in which an individual is able to use his cognitive abilities to make the rational judgments needed for the demands of normal, everyday life – which includes the workplace. When this judgment is impaired, the ability to perform normal activities such as attending work and performing the job role may well be at risk.
The employee’s problem may be caused by a number of factors, including personal, work, financial, family, social issues, or any combination of them. An individual who suffers with these symptoms in an otherwise normally well controlled condition may require a day or more off work in order to recover. You need to be sympathetic. Equally if the cause of the health problem is perceived to be work-related, the length of absence may be protracted until the work-related issue is first assessed and then addressed to enable a successful and sustained return to work. If the problem is due to family reasons, then the duration of absence may be unpreventable; again you will need to be sympathetic, and act with sensitivity.
However, the general ethos is that work is good for both physical and psychological health, as is the social environment associated with a daily routine for general positive well-being. This view is important, as one day’s absence from the workplace can escalate to long-term absence.
Both you and your management are in a prime position to detect changes in an individual’s general demeanour, behaviour, withdrawal from social interaction, lateness, productivity or quality issues. The identification of these signs can suggest the onset of a problem which might be further clarified by an employee questionnaire designed to measure the level of psychological distress. Early intervention will help to prevent the progression of the disorder. Furthermore, you can take steps to make the necessary workplace adjustments to assist the individual through this transitional phase.
In conclusion, certain life events and incidents will affect all individuals at some time or other, and each acute or extreme case that can be classed as an emergency is justification for a day off work. The effects may be short- or long-term depending on the issue, resolution of the situation and successful response to treatment. However, in most cases, continuing to attend work can be an extremely effective way of the individual receiving and maintaining support, and for you to review his progress while he continues with his normal day-to-day routine.
David Price is managing director of Health Assured
