For Managers

Employee with health issues affecting their work?

Concern that workplace factors are affecting an employee’s health?

Employee absence? Long term, or recurrent short term.

Struggling to figure out how to work with ACC?

Your first concern will be to identify what it is about your employee’s health that is impairing their performance, or preventing them attending work, and whether you can make any adjustments or help them overcome barriers. Acting early in an absence period reduces the risk of unnecessary long-term absence, regardless of whether the problem is injury, stress, illness or mental health difficulties. 

There is a much greater chance of successfully returning an employee to work if action is taken within four to six weeks of an absence. Communication between a healthcare professional, employee and manager is key to successfully reducing unnecessary sickness absence. 

We can help by communicating with your employees and their health providers, to obtain up to date health information and provide you with information focussed on fitness for work, potential temporary adjustments and probable timeframes.

FAQs

I already have an occupational health provider

Most occupational health providers are focused on pre-employment screening and surveillance to ensure compliance with health and safety law. This does not help with managing health or attendance matters that arise. We are a small specialist team that focus on helping organisations deal effectively with employee health issues that are causing issues right now, and can complement your existing OH provider service.

We use the employee’s General Practitioner 

In some cases this can work, but the GP’s role is to act as their patient’s advocate. This often prevents them effectively providing independent advice on fitness for work. Additionally, GPs may not have the expertise or time to advise on workplace risk or employment issues.

The duration or frequency of the employee’s leave is causing problems

The extent to which a business can tolerate sick or injury leave differs according to various factors. At some point you may be forced to look at termination due to medical incapacity. The employment contract may specify a process for dealing with this.  It is generally expected that an employer conduct an investigation to clarify the employee’s health status and future prognosis for being able to return to work. At this point you would also be consulting with your HR or legal team. Our services can help with decision making, by providing clear and up to date information on health status and how it affects fitness for work now, and in the future. 

What questions are answered?

  • Fitness for work
  • Workplace restrictions
  • Suggestions for possible adjustments or alternative duties
  • Prognosis of returning to work
  • Rehabilitation outline
  • Assistance with navigating the health system
  • Whether the condition is likely to be work-related or non-work-related
  • Likely risk of harm, reinjury or relapse

If you have any other specific questions that you would like addressed, then we can do this.

When should I refer?

Each case can be guided by the circumstances but as a rule of thumb if you are expecting, or have already observed 4 weeks of absence, we recommend a referral for occupational health nurse assessment.  Research shows that early referral leads to better results. 

It can also be helpful to refer employees who are taking recurrent absences as this can indicate a poorly managed health condition or, in some cases, issues other than health are resulting in the absence e.g. family illness, child caring responsibilities etc. 

If there is a health issue affecting performance or safety then it would be appropriate to refer, or if work is known to be affecting an employees physical or mental health then our review can be helpful. 

Other common scenarios where referral is indicated include:

  • Stress related absence. Once absence from stress has occurred there is invariably a significant history in the workplace.
    Early referral is suggested, with some organisation’s policies dictating automatic referral whenever stress related absence is noted. 
  • Performance concerns. Either the employee may have raised a health issue or the employer may wish to ensure that health issues have been considered fully and any necessary adjustments put in place prior to or during performance management.
  • A second opinion on an employee’s medical management. e.g. where the General Practitioner does not appear to be acting.
  • Advice on return to work following a significant medical event e.g. heart attack, cancer. 

If in doubt about how to manage an employee with a health condition, this is probably due to a lack of information. In this case an occupational health consult is often helpful. We welcome the opportunity to discuss any case that you may be considering a referral for.