Early Intervention and the Role of a Vocational Rehabilitation Consultant

Mental health issues often leave employers in a state of profound uncertainty. Unlike a broken leg or contracting flu, it is often difficult for others to understand what the individual is going through and what may or may not assist. Other health conditions can present their own issues if not handled correctly.

In this blog post, we will be discussing early intervention following employee absenteeism due to mental ill health or other periods of sickness absence. We will also be looking at the role of a vocational rehabilitation consultant in a successful return to work.

To learn more about occupational therapy click here to read a previous blog. 

Here at KMA, our vocational rehabilitation consultants are trained occupational therapists. That wealth of experience enables us to comprehensively assess the occupational needs of the individual. We are dual trained in mental and physical health which ensures a holistic approach to care. Our role involves assessing the individual in a meaningful way, (not just repeating what they say!), how their health issues impact on their function at work, liaising with the workplace, and providing a clear pathway of intervention. We engage the individual in a process called ‘vocational rehabilitation’, providing adjustments and accommodations to suit both their and their employers needs to ensure a safe, sustainable, and successful return to work.

There may be a whole host of reasons as to why someone goes off sick – many invisible – hence the benefit of our expertise in mental health (including the umbrella term burnout) complex brain injury and personal injury alongside more general occupational health.

When an employee shows signs that they are experiencing challenges with their health, experiencing difficulties at work, or goes off on significant sick leave, it is crucial to their recovery that we are brought in as early as possible to achieve best results. By best results, we do not only mean the best outcome for the individual but for the employing business.

What is the Benefit to the Employer: 

Early intervention when it comes to vocational rehabilitation is essential to maintain a healthy relationship with the employee.  Statistically, it also has the best outcomes for a successful return. The longer an employee is off work the higher the risk of deterioration and disengagement, although a return is possible it could take much longer, costing the employer a lot more money. Bringing in KMA as early as possible will give the employee the highest chance of a sustained return.

When dealing with any sickness issue, there are various legal and HR implications that have to be considered. Whilst many contracts of employment may give an employer the right to dismiss for incapacity, the reality is often more complex. In particular, the Equality Act 2010 provides disabled employees with enhanced rights, regardless of their length of service. Disability in this context extends to a whole host of conditions. There is also the question of keeping in touch and reasonable adjustments. Too much contact can be viewed as harassment, whilst too little can leave the individual feeling isolated. One way of ensuring an early return is to make reasonable adjustments, albeit that these need to be carefully considered and properly executed. Conversely, not making adjustments can itself be the grounds of an Employment Tribunal claim. As that potential liability can occur at any stage, early intervention is a must.

Vocational rehabilitation, practised properly, can cut across many of these issues to provide not only the very best clinical outcome but avoid legal claims.

What Does Vocational Rehabilitation Look Like?

Vocational rehabilitation will never look the same for each client. The process is tailored to each individual taking into account their needs and requirements. KMA will work alongside the employer, acting as an advocate for both parties to ensure transparency – which is key.

Following a comprehensive assessment and report, the clinician will liaise with HR and the line of report to inform of the recommendations and a ‘work preparation’ period will commence. This focuses on increasing stamina, endurance and providing techniques to get both parties ‘prepared’ for the return of the member of staff. Once the work preparation period has been completed, a phased return to work will commence which focuses on the individual increasing their work hours and workload gradually, with support from the clinician. The plan will incorporate updated and new ways of working to accommodate for any reasonable adjustments being made. The process will also involve multiple review meetings where both parties share progress and any concerns, ironing out any bumps in the road. Once the individual is back to work at their maximum capacity a grace period is allocated whereby the clinician is in the background to offer their support should any party feel the need.  This can be particularly beneficial in cases of recovering mental health or where the period of absence has knocked underlying confidence.

The associated investment of time serves to build trust and confidence between the parties and facilitates on-going communication.

What Makes KMA Different? 

Many providers simply ask the individual a series of questions, imparting that information to the employer. Similarly, many providers don’t see it as being their role to take the time to understand the employer’s viewpoint or work on the relationship between the parties. KMA is different in that it takes a comprehensive look at all relevant factors – physical, mental, workplace, environmental and social – utilising key aspects of the biopsychosocial model to provide a holistic foundation for intervention. As trained occupational therapists, we also utilise our clinical reasoning skills to overcome barriers and deliver best practice for all. Undertaken early, this achieves better success rates and avoids legal disputes from developing.