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Hi Sue, I totally agree with Sharon and others. This is medicalising a non-medical problem. If she had presented to me in this scenario. I would largely bat it to Management, suggesting early resolution of work related pressures is needed as this is the main influential factor in what has led to a withdrawal from work. I would urge discussion with HR and to contact her Union Rep (assuming she has one) for additiional support. If she does not have Union support, the organisation may allow a thrid party into discussions e.g. a colleague. Stress in my opinion, is a natural body response. Indeed stress can be positive i.e. some people claim to work much better under pressure. Nonetheless when stress is overwhelming it can lead to anxiety and/or depression and so in order to avoid this, you may wish to encourage early resolution of work pressures by communicating with her employer as soon as possible. Does the organisation have an Employee Assistance Programme which she could contact for additional support? She will also have the support of her GP who may be able to arrange talking therapy, CBT etc particularly if there is a past history of work related stress and/or he/she feels this may be a behavioural cause of stress and considers she may well benefit from altering negative cognitions to newer, positive, thought out coping strategies. If this is deemed to be bullying and/or harrassment, your organisation will no doubt have their own policy in place and I am sure your HR service will provide her with the necessary information to pursue this avenue, if this is what she wants. Like Sharon, I would suggest a stress risk assessment is carried out and a possible reivew stress risk assesment in 6 - 12 months. I often suggest a stress risk assessment is a useful opportunity to highlight strengths and future aspirations. In summary, I would advise her that retreating from the workplace is unlikely to be helpful or therapeutic to her health and is most likely delaying the inevitable, which is to resume work at some point. In my opinion, encouraging reconciliation is the best outcome not redeployment but of course, this would be for your organisation to decide. Regards, Lynn Date: Fri, 10 Jul 2009 11:40:50 +0100 From: [log in to unmask] Subject: Re: [OCC-HEALTH] Advice please To: [log in to unmask] Would suggest that you need to recommend a stress risk assessment as per HSE recommendation . While she is absent with "stress" (a clinical issue) the alleged stressors are issues within the workplace - this needs documentation and discussion by management prior to any recommendations for a move. In my opinion this sounds like alegations of bullying, which you doubtless have procedures for, that is being "medicalised" by her absence. In my opinion the precipitating factors for her "stress" need dealing with and not sure that this sits within the OH remit. From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Wisker Pauline (RXP) Occupational health Adviser Sent: 10 July 2009 10:22 To: [log in to unmask] Subject: Re: [OCC-HEALTH] Advice please Morning Sue, I would suggest the best way forward would be to explore all other options first as you rightly say mediation, case management, etc. If she can’t discuss difficulties directly with HR & Manager involved can she provide a ‘third party e.g. Union Rep’ with relevant details to present/speak on her behalf. I would advocate she is present to ensure information is accurate. I would not advise making decisions involving significant changes whilst off work in this type of circumstance. Depending on your redeployment procedure there may be more time to look at possible vacancies coming up in the future rather than jumping into an opportunity now and as you say having major regrets later. Hope this is of use Pauline From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of sue spinner Sent: 10 July 2009 10:12 To: [log in to unmask] Subject: [OCC-HEALTH] Advice please Hi folks, Looking for some advice please. Got a case where a lady in work is off at the moment with "Stress" which she says is due to relationship problems with her manager - feels she is being picked on etc. She is actually very upset and emotional, but does not want any info given to the manager. She is seeking "medical redeployment" as she says she cannot continue working with this manager, but the only suitable role available is 2 grades lower than she is on now, and also full time, where she is working 3 days a week at the moment. Due to her current mental state, my instinct is to say yes, redeploy her, but I'm worried that in 6 months, when she is feeling better, she is going to regret the decision, and I can see "claim claim" rearing its head. Also, logically I feel that as an employer, all aspects should be explored before redeployment takes place, mediation, case management etc. I would also have to justify my reasons for recommending "medical" redeployment. The other problem is, the role she could move to is being interviewed today, and so they need a decision today on her medical capability to be able to give this job to her (without interview). Any thoughts to add to mine would be appreciated. All the fun of being in OH isn't it!!! Thanks everyone, Sue Sue Spinner Occupational Health Advisor Mobile: 07920421728 Email: [log in to unmask] This email was received from the INTERNET and scanned by the Government Secure Intranet anti-virus service supplied by Cable&Wireless in partnership with MessageLabs. 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