APPENDIX 1
JOB RETENTION CASE STUDIES
NHS Trust
Dave
Dave contacted Healthy Minds At Work Wellbeing
Centre (HMAW) who referred his case to Steve, a Job Retention
Case Manager.
Dave had been on sick leave for six weeks suffering
from depression and alcohol abuse. His GP had diagnosed medication
but was not aware of the alcohol abuse problem.
The Case Manager contacted Dave who had tried
other organisations for help with no success.
Dave was in an extremely emotional and distressed
state about his drinking and also was concerned that if problems
were not resolved it would result in his termination of employment.
Dave was unable to even complete simple tasks like personal hygiene,
and couldn't see an end to his situation.
The Case Manager suggested some counselling
and suggested that he talk to his GP about his drinking problem.
Dave was given some focused advice with a few simple tasks to
complete every day. The Case Manager contacted Dave every morning
to check whether tasks issued day before were completed and to
suggest more tasks for that day.
Dave was given medication from his GP to help
tackle the drinking problem and received face to face counselling
sessions. Within two weeks there was a marked improvement. Dave
stopped drinking and in his own words "could see light at
the end of the tunnel".
Dave remained on sick leave for a further two
weeks, and then returned to employment.
Dave's employer was unaware of the Case Mangers
confidential intervention with Dave, but without his involvement,
Dave would have been on sick leave much longer and faced his employment
being terminated if his issues weren't resolved.
Large Retail Organisation
Sheila
Sheila was suffering from depression with frequent
absence levels under threat of losing her employment.
Sheila was issued with medication from her GP to
overcome her depression. Unfortunately Sheila suffered from a
number of side effects to the medication, affecting her performance
and attendance at work.
The Healthy Minds At Work team (HMAW) were contacted
by Sheila to intervene and help prevent her employment being terminated.
The Job Retention Case Manager contacted the
company to advise on reasonable adjustments, as outlined under
the Disability Discrimination Act, that may accommodate Sheila's
needs.
The Company had no programme in place and were
not aware of the help, advice and support available to employers
for employees suffering from stress, anxiety and depression.
Working with the employer, the Case Manager
created a Return to Work Plan which enabled Sheila to have a staged
return over a three month period.
The organisation was pleased with the Return
to Work Plan, since it enabled Sheila to work with reduced hours
rather than on sick leave.
Sheila returned to her normal hours after three
months and has successfully integrated back into the workplace.
March 2007
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