... driving down the cost of absence

Case Studies

Case study 1

A 22 year old Nurse absent for eleven months initially with hypertension but had a history of epilepsy. Employer asked for intervention as Occupational Health were suggesting the employee would never return to this 'stressful environment'.

Home visit was carried out and it was ascertained that the employee did want to resume work but that in his view Management were not allowing this. His GP had apparently stated he could return if some adaptations (mainly shift patterns) were put in place. He alleged that bullying had taken place by a Direct Manager and that this had caused stress. Implications of the DDA were discussed and it was agreed that it was essential this should be discussed with the employer. Consent was therefore sought for this intervention.

The employer agreed that things could have been handled differently but thought they were acting in the employee's best interests. Suggested vocational rehabilitation plans were discussed with both parties and sent to the employee's GP and Occupational Health. After several discussions with the employer, employee and Union representatives, successful mediation was carried out. The employer agreed to pay extended sick pay, therefore avoiding any possible legal intervention. The employee is now an ongoing successful part of the Nursing team.

Case study 2

It is not always the case where successful rehabilitation to the employee's own role takes place. Another similar case led to the employee being assisted in finding alternative work. This was still a satisfactory outcome for both parties and the employer negotiated a severance package.

Case study 3

Visited at home in order to discuss the working role, issues and perceptions regarding his vocational future. Possible plan of vocational rehabilitation discussed and sent to treating Specialist. Full discussion with employer and later joint meeting with absentee on employer’s premises including mediation of work related issues. Work place assessment carried out and suggestions made.

Agreement to adapt working role slightly in accordance with duties under the DDA. Rehabilitation plan medically endorsed and agreed to by employer. Resumption of full working role following twelve weeks rehabilitation.

This case involved some discussions with income protection insurer who agreed to support the plan, therefore avoiding a full claim. This would reflect favourably on the company when premiums are up for renewal.

Case study 4

A 32 year old office Team Leader with MS. She was finding getting to and from work, and mobility around the office difficult. Full discussion of working role and perceived problems carried out. Work place assessment resulted in minor adaptations and discussion with employer resulted in advice being provided relating to the Access To Work Scheme. The AtW scheme provided financial assistance to provide interim transport needs, until the employer could sort out an allocated parking space. The woman was therefore able to continue her full working role immediately after the intervention, where otherwise this could have resulted in an extremely prolonged absence.

© 2007 Absence Management Solutions Ltd.