There can be many reasons for prolonged employee absenteeism such as: an ageing workforce that is more susceptible to chronic or long-term illness; mental health concerns such as stress, anxiety and depression; difficulties balancing work and family responsibilities; maternity leave …the list goes on.
Each case will have a unique set of circumstances and challenges, therefore managing a return-to-work case is often a complex responsibility. Employers and those representing employers, such as directors, supervisors, or human resources officials may be unsure of how best to approach a return-to-work case, particularly if an employee requests difficult or unexpected accommodation measures.
All businesses have a duty of care and responsibility to accommodate the needs of their employees so that they can work to the best of their ability, however, this must be balanced with their right to run a productive workplace. With the right approach, there is much you can do to support an employees’ return to work and enable successful reintegration into the workplace and create a win-win for both employer and employee…
We help companies to enhance their culture and capability strategy through:
- retention of high performers
- working family agendas
- executive, career and performance coaching
- leadership masterminds
- confidence circles
- creating an inclusive culture.
We offer workshops covering:
- honouring healthy boundaries
- sleep, self-care and stress management
- silencing your inner critic and stepping into your power
- healthy lifestyle hacks for the busy individual
- from stressed to blessed in 5 steps
- leadership development workshops
How we help businesses:
- achieve a streamlined workforce
- anticipate and control costs associated with workers leaving and returning
- reduce staff turnover and eliminate costs of hiring and training new employees
- manage productivity and reduce disruption in the workplace
Other benefits include:
- helping employees get back to the workplace more quickly than they would on their own.
- improved communication between employee and manager.
- improved employee engagement – with the support of management and a concrete plan, returnees are better able to prepare and ready themselves for their return.
- improved employer and employee alignment.
- employees feel validated and continue to feel like a valued and integral part of the company, which increases morale and reduces feelings of isolation.
- improved and maintained productivity on the employees return – even if they are working in a limited capacity.
- reinforcing management’s commitment to worker welfare – employees feel cared for by their employer, providing a sense of security, stability and community.
It’s a win-win for both employer and employee
…the individual feels comfortable as soon as they return to work
and the company have a high-performing member of staff from the date of return.
FACING THE FACTS
- Less than 18% of women returning from maternity leave feel happy or confident about returning to work – and 72% of them work at management level or above.
- 90% of women returning to work after maternity leave, aren’t offered any formal support, and 37% consider handing in their notice.
- The availability of flexible working is the key career development issue for working mums, with homeworking being valued highly, particularly for those wanting to work full-time.
- 41% of women returning from maternity leave won’t return to work if flexible working is not on offer.
- 26% of women have had a flexible working request turned down, with 1 in 5 being forced to leave work
- 6.5 million people in the UK are carers – with 5 million people juggling caring responsibilities with work… thats 1 in 7 of the UK workforce.
- 1.3 million people provide over 50 hours of care per week.
- In the UK 6000 people take on a caring responsibility every day. That equals over 2 million people each year.
- In the UK 58% of carers are women and 42% are men.
- 600 people give up work every day to care for an older or disabled relative.
- As a result of the significant demands placed on carers, 61% suffer physical ill health, and 72% suffer mental ill health.
- 8 in 10 people caring for loved ones say that they have felt lonely or isolated.
Chronic illness or accident…
- A well managed return to work after serious illness reduces the chance of further absenteeism.
- 40% of cancer patients feel discriminated against when they return to work.
- Over half of workers suffering physical illnesses such as heart disease, back pain and cancer return to work, with an estimated 20% of these taking early retirement within 12 months.
- Long term sickness absence is not always followed by a full work recovery, with their illness or accident having damaged their work capacity. A significant proportion report being moved to a different job, earning less, or having less responsibility and control over their work.
Mental health, depression & anxiety…
- 1 in 4 people in the UK experience mental illness.
- Depression and anxiety are reported to be the most common mental health problems affecting 20% of the UK working population, resulting in workplace absence.
- Those with depression and anxiety often return to work with continued levels of depressive symptoms, poor coping skills, low self-esteem, a reliance on medication, poor self-management, poor working relationships, low motivation and low job satisfaction.
- If appropriate intervention strategies are not provided the individuals’ ability to work effectively may continue to be impaired, leading to a ‘relapse’ in sickness absence, early retirement or unemployment.
Kirsteen helped me adjust to my new responsibilities as a mum of three and a senior leader.
Kirsteen helped me at a time when I needed it most. I was returning from maternity leave to a promotion in a new team and department.
Kirsteen helped me work on my confidence and self-belief whilst also supporting me with adjusting to my new responsibilities as a mum of three and senior leader. I would highly recommend her services to anyone returning to work from long term leave.