Top 10 tips for Supervisors
Top 10 Tips
- Maintain an appropriate level of regular contact with the employee and discuss return to work as soon as possible.
- If appropriate, appoint a coordinator to facilitate the employee’s return to work
- Avoid getting caught up in the issue of whether an illness is ‘real’ or not.
- Don’t take things personally, no matter how hard the situation gets.
- Consider the approach to managing return to work that you would take if an employee had a physical illness, as many of the principles will be the same for a mental health problem.
- Agree with the employee exactly who else, if anyone, might need to know about their mental health problem, and what information they need to be provided with.
- Managing return to work after mental illness can take its toll. Make sure you are able to access support when you need it.
- Make sure to identify perceived barriers and prioritise solutions for a safe and early return to work.
- Take a collaborative approach and involve the employee “This is what I am suggesting. Are you ok with that?” or “What’s going to work best for you?”
- Develop a clear, written return-to-work plan which incorporates reasonable adjustments and ensure the employee is actively involved in its development.