JISCMail - OCC-HEALTH Archives

With assessment you may have found out the cause of depression and any history of depression. If work is implicated as source of depression, then management need to deal with that aspect.

If the employee is under the care of GP, I agree that the GP may be able to indicate If vulnerable to depressive episodes. Taking into consideration the nature of the job then employer need to be aware of likely vulnerability with employee consent.

If the employee can return to work with adjustment or not fit to return let the employer know. If EA likely to apply the say so.

I'm view, the tools up have used to assess mental state suffice and will give a view of severity.

Ensure appropriate employee support provided either through own GP or employer.

Thelma

On Thursday, January 29, 2015, Irene Douse <[log in to unmask]> wrote:

Do you have any access to OHP ? Can you refer to mental health team? Have you raised the issue with the GP? They may be able to offer the information you need , to state fit according to advice from GP etc
Irene

From: Rachael Sever <[log in to unmask]');" target="_blank">[log in to unmask]>
To: [log in to unmask]');" target="_blank">[log in to unmask]
Sent: Thursday, January 29, 2015 9:50 AM
Subject: [OCC-HEALTH] Mental Health - Fitness for work- advise desperately needed please

Hello

I was wondering if anyone could help me regarding mental health screening for carers working with vulnerable people with learning disabilities.
I am a single handed practitioner employed as the in house occupational health nurse at an organisation who cares for people with learning disabilities.
Fitness for employment screening is performed for care workers following an offer of employment as per CQC requirements as the employee is required to be physically and mentally fit to perform their duties. Usually during pre-employment I advise ‘fit or fit with adjustments as are reasonable practicable ‘(and I advise what adjustments are likely to be required).
However a member of staff has had frequent sickness absence due to depression and some nasty effects including suicidal ideation in their probationary period. Their temporary contract is due to end soon and my manager / the company want me to advise if the individuals is fit to continue in a permanent position of care officer.

My concern is this….
I am happy and feel competent in advising regarding returning to work and fitness to perform duties with adjustments etc and am fully aware of all the legislation regarding disability etc; however I am concerned on making a direct decision as to whether someone is fit or not fit around mental health issues (this will end their employment). I also am reluctant to give a simple not fit (without advising adjustments) as this is against what I have learnt on Equality Act training conferences etc). I do use the PHQ 9 & GAD assessments in my practice and can identify foreseeable risks for the residents. It’s the unforeseeable that I worry about. As I am not a mental health nurse or qualified in psychiatry I am concerned that if I did consider them unfit then my decision may be questioned as I believe the employee is likely to peruse legal action.

Any advice on this case would be greatly appreciated and also any assessment tools / questions used when assessing mental health fitness for employment as I would like to make sure I am consistent with other approaches and ask similar questions when assessing mental health.

Many Thanks in advance

Regards

Rachael

********************************
Please remove this footer before replying.

OCC-HEALTH ARCHIVES:
http://www.jiscmail.ac.uk/lists/occ-health.html

CONFERENCES AND STUDY DAYS:
http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH

******************************** Please remove this footer before replying.
OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html
CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH