Top 10 tips for Supervisors

  1. Maintain an appropriate level of regular contact with the employee and discuss return to work as soon as possible.
  2. If appropriate, appoint a coordinator to facilitate the employee’s return to work
  3. Avoid getting caught up in the issue of whether an illness is ‘real’ or not.
  4. Don’t take things personally, no matter how hard the situation gets.
  5. 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.
  6. 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.
  7. Managing return to work after mental illness can take its toll. Make sure you are able to access support when you need it.
  8. Make sure to identify perceived barriers and prioritise solutions for a safe and early return to work.
  9. 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?”
  10. Develop a clear, written return-to-work plan which incorporates reasonable adjustments and ensure the employee is actively involved in its development.