We offer a range of support to help you maintain your current work when affected by a health or disability issue, or just to help you stay well at work.

If you are returning to work after a period of ill health, it is important for your employer to know in advance about any restrictions and adjustments that may be needed (e.g. changes to hours/duties, additional training or equipment or help with travel). Many employers have a set policy on return to work (e.g. graded return) after illness or injury which may start with a return to work interview.  You may find the following information useful.

provides basic information and sources of advice about return to work after a period of ill health. The circumstances of your return to work will vary with the nature of your condition and your particular occupation.

 1. Off-sick / Fit Note

You must give your employer a ‘fit note’ if you are off sick for more than 7 days in a row (including a non-working days). This will say whether you are considered ‘fit for work’ and may also give details of any relevant restrictions, so that your employer can consider how you can be supported as and when you return to work. Guidance on the Fit Note.

In order to fill in the Fit Note, your hospital doctor, GP , rehabilitation consultant or therapist may ask about the nature of your work as this may influence any advice about when you are fit to return to work and how best to support you in doing so. It is suggested that you ask for a copy of any written opinion on your return to work.

If you or your injured family member is self-employed or unemployed, you may require a Fit Note to support a claim for health-related benefits. If you are at school, college or university, you will need to contact the course provider and follow the sickness absence reporting procedure.

Your occupational therapist or other health professional can provide you and your employer with further information on how best to return to work by prescribing adjustments within an Allied Health Professional Advisory Fitness for Work Report.

 2. Contact with your employers

It is essential that your employer is informed that you are off sick at the earliest opportunity. You will need to provide them with Fit Notes and keep them informed of progress, in line with the organisation’s sickness absence policy.

3. Sources of information and advice

If you have any concerns about the process of being “signed off sick”, sick pay, benefit entitlements or return to work, then you may find the following Government advice helpful:

You can obtain independent advice from the Citizens Advice Bureau (CAB) online at:

OR you can make an appointment to attend a Citizen’s Advice Bureau (CAB).

4. Work restrictions / adjustments

Assuming that you are able to return to work, it is important for your employer to know in advance about any restrictions and adjustments that may be needed (e.g. changes to hours/duties, additional training or equipment or help with travel). Many employers have a set policy on return to work (e.g. graded return) after illness or injury which may start with a return to work interview.

If your employer requires more detailed advice than is provided by the Fit Note, a health professional (e.g. hospital doctor, rehabilitation consultant, therapist or GP) may be able to provide this. Again, it is suggested that you request a copy.

Under employment law, all employees and employers have certain rights and responsibilities. You can get information about these general employment rights from various sources, including the Department of work and pensions, your trade union, C AB and ACAS (Advisory Conciliation and Arbitration Service).

You may be covered by the Equality Act (2010), which applies to​​​​​​​ anyone who has a physical or mental impairment which has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities.

If you believe that your health condition or disability fits within this description or criteria and is likely to last more than 12 months, it is likely that you are covered by the provisions of the Equality Act.

For more information about employee rights and responsibilities can be found at: www.direct.gov.uk/en/DisabledPeople/RightsAndObligations/DisabilityRights/DG_4001068

Sources of advice on work adjustments and potential sources of funding include the following:

5. Specialist advice on return to work or other occupation, if required

If there is doubt about your ability to return to work or related risks, specialist advice may be needed. If so, it may be helpful to consult the occupational health Service, a Disability Employment Advisor at your local Jobcentre or a vocational rehabilitation service, such as our vocational services that support people to return to work.

If a return to work is not anticipated in the near future, it may be helpful for you to undertake ‘work-related activities’ (e.g. voluntary work, adult education) to re-establish daily routine and build up your skills, stamina and confidence. For some people recovery takes a long time and prospects of a return to work or other occupation may not be clear for many months. However, discussing your options with a health professional may still be helpful.

6. Benefit decisions

It is vital that decisions about benefit entitlement are based on accurate and current information. As such, a report written specifically to support a benefit claim from a relevant health professional may be essential, particularly if your restrictions are subtle or complex and not readily apparent to others. It is important not to assume that a named health professional will be contacted automatically and it may advisable to contact the health professional yourself.

Advice on benefits entitlements and applications include the following:

Government advice: https://www.gov.uk/if-you-become-disabled

Independent advice:

http://www.adviceguide.org.uk/england/benefits_e/benefits_sick_or_disabled_people_and_carers_ew/benefits_for_people_who_are_sick_or_disabled.htm

7. Fit for Work website

A valuable source of advice about the above issues can been found on a single website as part of the Fit for Work initiative.

 

If you have concerns about how best to return to work after injury it is suggested that you seek advice from your GP or other relevant health professional (such as a rehabilitation consultant or therapist ).

There are things you can do that will help maintain your employment without exacerbating any health problem.

Ensure you have a clear job description and know what your roles and responsibilities are – and are not. Also be aware of work procedures and any particular rules and regulations that may be difficult to adhere to because of your health issues.

Self-management – Learn to pace, plan and prioritise your work load. Most people find making notes or lists helpful. Confirm information or instructions – do seek clarification where necessary. There should be opportunities to speak to your supervisor/manager and you shouldn’t be afraid to ask for help.

In most situations you can take a few minutes to think things through. Be prepared and work out a plan of action. Recognise limitations and stay within them. If you need training, ask for it. But knowing where/from whom to get help and being able to talk things through can be very helpful.

Avoid becoming overtired or fatigued by ensuring you take breaks. You have legal entitlements, but good employers know that breaks and pacing lead to happier more productive employees. Move around and change posture regularly.

Good communication is at the heart of most of the issues we’ve flagged up so far. What can be difficult for some is learning to say ‘no’. This can be when deadlines or requests are unrealistic and demands generally become too much.

Being assertive isn’t just about saying no. It’s about expressing your needs and how you feel in a non-aggressive manner. About being heard, rather than passively accepting (and inwardly resenting) a situation.

Staying well at work isn’t just about what you do whilst within the workplace. It’s now a much used phrase, but maintaining a healthy work/life balance is vitally important. Managing work stressors is easier if you have other activities (hobbies, interests) and other relationships (family, friends) to engage with.

Some of the other familiar messages – get enough sleep; eat a healthy, balanced diet; take regular exercise – are too easy to neglect. There are some good health apps for phones that can help with these and other issues, including NHS-recommended apps to help improve wellbeing.

Livewell Dorset is a service to support the health and wellbeing of residents in Dorset with free advice and coaching. There are also many resources online to help learn useful techniques such as relaxation and mindfulness, as well as the apps mentioned above.

Developing a Wellness Action Plan can help employees to actively support their own mental health by reflecting on the causes of stress and poor mental health, and by taking ownership of practical steps to help address these triggers. Mental health charity Mind have Wellness Action Plans you can download and complete.

There are several organisations that can help provide information on different aspects of the workplace.

ACAS (Advisory, Conciliation and Arbitration Service)

Provides free and impartial information and advice to employers and employees on all aspects of workplace relations and employment law. They support good relationships between employers and employees which underpin business success. They can help by providing conciliation to resolve workplace problems.

Business in the Community

Provides information and resources relating to mental health at work and wellbeing.

Chartered Institute of Personnel and Development

Topic pages on behavioural science, creativity and innovation, ethics, well-being, culture and the working environment.

Citizens Advice (CAB)

Provides information and advice on rights at work.

Disability Rights UK

Disability Rights UK offers a number of services which can help both employer and employee.

Equality and Human Rights Commission

Equality and Human Rights Commission offer advice and guidance about the Human Rights Act and the Equality Act. They can also offer advice on good practice in the employment of disabled people.

Health and Safety Executive

Information on management standards, helping organisations comply with the law and tackle work related stress.

Mind – For better mental health

Provides information for employers to take care of their staff, with free resources to improve mental wellbeing and employee engagement, training courses and wellbeing booklet packs.

The Pensions Advisory Service

Offer free and impartial guidance to people with workplace and personal pensions.

Rethink mental illness

Rethink Mental Illness is a leading provider of mental health services in England. They provide support for people to gain and sustain employment using a person centred approach to ensure their job is the right one for them. They provide employer liaison and return to work, reasonable adjustments and mental health training.

Shaw Trust

A charity that provide joined-up services for government, local authorities, combined authorities, employers, stakeholders and individuals, working to reach one goal: to help transform the lives of one million young people and adults each year.

Time to Change Employer’s Pledge

Time to Change is a campaign run by Mind and Rethink Mental Illness which changes public attitudes and perceptions towards mental health. By signing the pledge, employers demonstrate their commitment to changing how we think and act about mental health in the workplace and ensuring that employees who are facing problems feel supported.

The Government

There are many pages available on Gov.uk that will provide the employer and employee with the guidance they require, some that might be useful are:

Employing people

Advice on employing people; this covers contracts of employment and working hours, dismissing staff and redundancies, health and safety at work, payroll, pensions, recruitment and hiring, statutory leave and time off and trade unions and workers rights.

Disabilities

Advice on recruitment and disabled people, reasonable adjustments at work and Access to Work.

Employing disabled people and people with health conditions

This guidance provides a summary of information for employers to help increase their understanding of disability and enables them to recruit and support disabled people and those with long term health conditions in work.

Access to Work

Access to Work can also help assess whether the employees needs can be met through reasonable adjustments by you as the employer.

Sick Pay

To check how much sick pay employees are eligible for.

Equality Act 2010

Information and guidance on the Equality Act 2010, including age discrimination and public sector Equality Duty.

Obviously getting correct advice on benefits is essential to make the rights choices about employment. When thinking about whether it is the right time for paid work finances are an important factor. The Department of Work and Pensions (DWP) is a useful tool to help with information around benefits and support. You could also find Diverse Abilities and Citizens Advice useful resources. Another site worth investigating is Benefits and Work.

The DWP link to independent benefits calculators that can help you to find out:

  • what benefits you could get
  • how to claim
  • how your benefits will be affected if you start work

Overview of benefits

Employment Support Allowance (ESA): if a person is ill or disabled, this involves a Work Capability Assessment. On ESA an option is Permitted Work - this means you can work up to16 hours a week so long as you earn less than £143.00 (figures correct April 2021). There is no limit to how many weeks permitted work can last for. However, you must get approval from the DWP before going ahead. Find out more.

Job Seekers Allowance (JSA): if a person is available for work, actively seeking work or work on average less than 16 hours per week.

Further advice and guidance is available via:

Universal Credit : will eventually replace ESA and JSA and is for patients on low income or out of work. It is being introduced in stages and is currently available to all single people. Rather than Permitted Work, there’s no limit to the number of hours that can be worked. However, unlike ESA, your payments will reduce gradually as you earn more.

Personal Independence Payment (PIP): you may be able to get help with some of the extra costs caused by long term ill-health or disability. PIP replaced disability living allowance. PIP is not affected by any income you are receiving; the amount you get depends on how your condition affects you, not the condition itself.

On most forms of employment benefit a person can start to build up work slowly which may not affect their benefit or there may be a phased impact.