Kate Wood is the Work Health Hub Manager at the University of Derby and an expert on mental health and wellbeing in the workplace. We’ve been working with Kate for the last three years on the development of the Work Health Hub digital platform and related initiatives.

There are currently 2.8 million individuals classed as ‘economically inactive’ and on long-term sick, representing around 30 per cent of the total inactive population (NHS Confederation, 2024).  An economically inactive person is defined as ‘a person who is neither employed or unemployed; they’re not in paid work but they’re also not in paid work or looking to start work (fullfacet.org.uk).

Additionally, in 2023, the most prevalent health condition among those economically inactive because of long-term sickness was depression, bad nerves or anxiety (Office for National Statistics, 2023). The focus needs to be on preventing and reducing the duration of economic inactivity.

At the time of writing, The Pathways to Work Commission Report, July 2024, carried out the nation’s biggest deep dive into ‘economic inactivity’.

It suggests seven in ten people who are currently economically inactive would like to take a job that is aligned to their skills, interests and circumstances, implying that many are not out of work by choice.  This has implications for the need for employers to seek solutions to keep employees at work whilst managing illness and working towards getting well again.  There are some national initiatives currently supporting individuals to get back into work, but more emphasis is needed on supporting the employer.  The report states that “many of the people we have met have complex needs and challenges.  If they are to work, the ways they are recruited and employed will have to change and be flexible.  That is not easy for businesses, and we will have to help them”.

The Work Health Hub team have written a guide that will offer employers direction on how to manage and support employees’ wellbeing whilst they are in work, should they go off sick, be on long-term sick, and when they return to work.  The guide draws from occupational therapy theories and models, and explains how they can help the employer understand the predicament many employees find themselves in when managing illness alongside work.  It will also shine a light on one of the biggest barriers to help-seeking – stigma. It highlights the crucial need for confidentiality (where possible) in providing a psychologically safe environment within which employees are valued and feel supported.

Getting into the right mindset is important for managing absence and return to work effectively. It can help you to be professional yet understanding in dealing with your employee. This is important as many people who are absent from work due to mental health difficulties may feel worried that they are no longer valued by their organisation.  Talking to the employee with the right mindset can show your employee that you care about them and value the contribution they make.

Stigma plays a key role in attitudes to mental health and how it is managed in the workplace.  It is important to explore our attitudes to be able to offer the best support possible. It can be helpful to attempt to see things from the employee’s perspective. By stepping into their shoes, you can start to understand some of their feelings, behaviours and reactions.

Remember that lots of people are still able to work effectively, despite managing a mental health difficulty.

Be mindful…

• Recognise when you might be jumping to conclusions about your employee and their time off work.
• Check any thoughts you may have by looking objectively at the situation. If their sick leave has caused problems, focus on the potential solutions.
• When we are busy and under pressure, it’s easy to forget why sensitivity and understanding is important for your employees. Reflecting on how our actions impact others can be key in these scenarios.
• Schedule time to prepare for conversations and allow enough time for them to ensure the conversation can be managed in a relaxed manner.
• You may have your own experience of mental health difficulties, which could impact your ability to support your employees.  If this is the case, it is important to seek help and support for yourself and reach out to your own manager about possible support you may need.

To access the full guide, sign your organisation up to The Work Health Hub here www.theworkhealthhub.co.uk