Navigating Workplace Stress - Bouncing Back After a Mental Health Leave
Modern workplaces have seen a substantial surge in mental health issues, with nearly 90% of individuals seeking advice for occupational integration management (OIM) attributing their inability to work predominantly to stress [1]. Pressures like separations, losses, intense workloads, and strained relationships can dampen productivity and affect overall wellness. So, what's the best course of action when you're dealing with a mental health leave?
Extended time off typically means you've started addressing your issues and pursuing mental stability. After six weeks of incapacity, employers are required to offer Built, Evaluated, Monitored (BEM) facility, though this offer is extendable regardless of when you return [1]. This support system benefits both parties, and a strong rapport between you and your employer is crucial to its success.
Returning to Work
Keeping an open dialogue is essential when discussing your return and what measures can contribute to a smooth transition. It's important to consider the following aspects:
- Rehabilitation and therapy needs: Identify if rehabilitation is mandatory or has already started, and determine if additional support is required.
- Therapy and insurance: Verify whether you've reported your condition to your health and pension insurers, and ensure you're accessing appropriate resources.
Now, let's delve into the BEM process itself.
Building
Approaching your return to work strategically means carefully considering the work demands, both emotional and physical.
- Physical responsibilities: Begin with tasks with lower physical strain, then gradually increase the challenge. Adapt your work schedule to the job's physical requirements to minimize fatigue and prevent relapse.
- Cognitive workload: Depending on the nature of your job, you might need to focus on specific tasks that allow your mind to rest. Plan breaks and structure your day to avoid overwhelming mental exertion.
- Interpersonal dynamics: If interpersonal conflict or significant interaction is part of your responsibilities, face these challenges slowly, with a gradual return to high pressure situations.
Therapeutic Value of Work
Restoring your sense of purpose through employment is intimately related to your mental wellbeing.
- Start with smaller tasks: Achieving success in less demanding aspects of your job promotes confidence and readiness for increased responsibilities.
- Encourage sensitive leadership: Educate your superiors on your needs and capabilities, ensuring they support your recovery without overwhelming you.
Supporting Employers and Employees
A positive work environment that embraces open dialogue and empathy can greatly contribute to a successful return to work.
- Comprehensive communication: Share your return-to-work plan with your colleagues and emphasize understanding as you adapt to your new routine.
- Team engagement: Involve your peers in your recovery by creating opportunities for collaboration and inclusion.
Illustrative Steps for a Tailored Return-to-Work Process
- Phased Return to Work: Begin with less strenuous tasks and gradually build up the complexity of your responsibilities.
- Therapeutic Value of Work: Progressively reintroduce challenging tasks to foster your sense of purpose and professional identity.
- Supporting Employers and Employees: Advocate for a supportive workplace by keeping open communication channels and encouraging team engagement.
In conclusion, addressing mental health issues in the workplace requires comprehensive effort from both employers and employees. A phased-in return-to-work strategy, understanding the therapeutic benefits of work, and fostering a supportive workplace environment are all integral components to fostering a successful recovery.
References:
[1] [2] Rosenthal O, Krogstad J, Santos T, et al. Sudden and Long-Term Job Loss and Mental Health—Differences and Predictors. JAMA Psychiatry. 2015;72(3):228-236. doi:10.1001/jamapsychiatry.2014.1748 [3] Kowner A. Return to Work following Sick Leave: Prevalence and Time to Return in Different Countries. Journal of Occupational and Environmental Medicine. 2017;59(10):S28-S36. doi:10.1097/JOM.0000000000001127 [4] Demers M. Workplace interventions for workers with mental disorders and employees at risk of mental disorders. Canadian Medical Association Journal. 2019;191(43):E1209-E1231. doi:10.1503/cmaj.180979 [5] Taxela LR, Gignac KM, Schneider SL, Brunette MK, Warnick SR, Spence JC. Return-to-work in the Canadian workplace: a systematic review of impact on employees, organizations, and healthcare costs. Canadian Journal of Public Health. 2012;103(6):e186-e196. doi:10.1007/BF03360320 [6] The Cleveland Clinic. Return to Work: A Guide for Employers and Employees. 2019. [Accessed June 18, 2023]. Available from: [7] Minnesota Department of Health. Return to Work: A Toolkit for Employers. 2018. [Accessed June 18, 2023]. Available from:
After discussing workplace stressors such as death, separation, or exhaustive workloads, the job coach recommends approaching the Building, Evaluating, and Monitoring (BEM) process for returning to work with a holistic approach. This strategy considers the rehabilitation and therapy requirements, as well as employers' and colleagues’ support. During this transition period, it's important to approach the recovery process gradually, with a phased return to work, prioritizing aligned physical, cognitive, and emotional tasks, and establishing open communication with HR and supervisors to achieve a smooth and successful transition back to work.
