Anxiety and Stress at work

Marmaris08

Update:

My wife receiver a letter from her employers on Friday 26th Feb (even before her 1st 2 week line from Dr's was up) to attend a meeting with her occupational health advisor on Wed 3rd March at 1330. After which she has to meet with her line manager and HR representative to discuss her condition.

She had her doctors appointment on Monday 1st March and was signed off for another 2 week period.

My gut feeling (hope I'm wrong) is that her employers simply want rid of her.

paulofessex

I feel it's reasonable for the OH department wishing to meet to discuss options on how they can asisst your wife on returning to work at the right time, this could be arranging for your wife to do just 2-3 days a week for a while. I do however feel it seems a little early for a meeting with the HR and line manager, after all your wife has only been off since the 15th Feb.

Perhaps yourself or a friend can also attend the meeting and for your wife to express how the request for meetings have caused more stress. I would also suggest that your wife lets them do the talking and take notes explaining the reason for taking the notes is so she remembers whats discussed as the meds make her drowsy etc.

DOes your wife work for the LA by any chance, may a social care field. Is there a union rep.

Best wishes with it all

Vader123

But as far as I was aware your place of work cannot contact you willy nilly and thought they had to do it by letter?

As stated above, they have a duty of care to her, and its reasonable for them to check up on her progress, keep in touch about work developments and talk about a return date.

I once had a grievance against me because I did not contact a member of staff at home when he was off ill for 4 weeks!

Vader

Zazen999

Marmaris08 wrote: »

Update:

My wife receiver a letter from her employers on Friday 26th Feb (even before her 1st 2 week line from Dr's was up) to attend a meeting with her occupational health advisor on Wed 3rd March at 1330. After which she has to meet with her line manager and HR representative to discuss her condition.

She had her doctors appointment on Monday 1st March and was signed off for another 2 week period.

My gut feeling (hope I'm wrong) is that her employers simply want rid of her.

I'd be interested in how you suggest they resolve this situation without actually meeting with her to discuss her 'condition'.

Purpleclutterbuck

I cannot offer any advice but your wife has all my sympathy regarding the situation with feeling stress and anxiety at work .
I'm afraid I took the plunge and went for early reirement on a half pension as my stress levels and blood pressure were just too much to cope with.

I agree teabelly that an escape plan is essential and also a caring husband who will help her through this trying time - at least that bit is taken care of and look after yourself as well Marmaris08

Horace

Marmaris08 wrote: »

Update:

My wife receiver a letter from her employers on Friday 26th Feb (even before her 1st 2 week line from Dr's was up) to attend a meeting with her occupational health advisor on Wed 3rd March at 1330. After which she has to meet with her line manager and HR representative to discuss her condition.

She had her doctors appointment on Monday 1st March and was signed off for another 2 week period.

My gut feeling (hope I'm wrong) is that her employers simply want rid of her.

Your wife should attend the meeting with the Occupational Health Advisor because failure to attend could reflect badly on her. It does seem a little early to be meeting with her line manager and HR representative immediately after seeing the Occupational Health advisor because the advisor won't have had time to prepare his/her report.

Does the letter requesting the meeting with the line manager and HR person say that your wife is allowed to take a union representative or work colleague with her? If not, then really it should because she needs someone there as her witness (unfortunately, husbands are not allowed and it has to be someone from the workplace). HR need to ascertain how long your wife intends to be off sick and what they can do to rectify the situation and make life a bit less stressful - maybe they are going to suggest a phased return to work because the longer she is off sick then the less likely it is that she will return to the work place (sorry but I am telling it as it is), if she is unlikely to get better then the firm are within their rights to dismiss her on grounds of incapability.

Work-related stress is unbearable but with help it can be overcome - has your wife submitted a grievance about the changes in work practices that have been imposed on her? Was she consulted in any way about changes to her work practices?

The Who Moved My Cheese book is very good and makes you think about change, how to cope with it and about your exit strategy. Change in the workplace can also be good but not everyone sees it that way.

I wish your wife well with her meeting with Occupational Health tomorrow.

Uncertain

It seems to me your wife's HR dept are getting rather ahead of themselves and are in danger of making your wife's condition worse.

I would suggest she sees her GP again ASAP and takes his/her view on this. If the GP is of the view that meetings with HR will make her worse then I would decline to go "on medical advice". The OH meeting is another matter. If they are asking her to see a doctor of consultant level then maybe. They cannot force her to go but it is normally best to agree. Any doctor, whoever is paying them, has a clear legal duty to act in the best interest of the patient. She also has a right to see any report before it is sent.

Providing she has her GP's full support I would simply write a polite letter outlining the position and ask to be left in peace in order to recover as quickly as possible. Say that she will contact them to discuss matters as soon as she feels well enough. Keep the firm updated regularly, but on her terms.

Uncertain

Horace wrote: »

Does the letter requesting the meeting with the line manager and HR person say that your wife is allowed to take a union representative or work colleague with her? If not, then really it should because she needs someone there as her witness (unfortunately, husbands are not allowed and it has to be someone from the workplace).

This is not 100% correct.

Yes, the firm can limit you to a work colleague or trade union rep (the minimum legal requirement) but does not have to.

In a medical situation like this there may be a case for turning up with her husband and saying that she will only meet with him present. This puts the firm in a difficult position. They can refuse but it does not paint them in a good light if the matter progresses further.

Another option is to suggest that the HR person visits her at home or on neutral ground. It is then even more difficult for them to avoid having her husband present, as their only option is to walk out. Again this gives the impression that they have an agenda rather than concern for a sick employee.

dickydonkin

Uncertain wrote: »

Another option is to suggest that the HR person visits her at home or on neutral ground. It is then even more difficult for them to avoid having her husband present, as their only option is to walk out. Again this gives the impression that they have an agenda rather than concern for a sick employee.

This suggestion by Uncertain is a good one and is certainly workable.

I represented a colleague some time ago who was naturally 'highly strung' (if that term is not too derogatory), but due to a situation at work, he was in danger of becoming really ill with stress. This issue was not only affecting his own health, but was causing real concern with his immediate family.

The 'HR person' was absolutely useless and very unsympathetic.

I contacted the company MD to address the problem and suggested a home visit by a company representative as the affected person was certainly in no fit state to attend the workplace - not that he wanted to.

Within 24 hrs, the HR person, another company representative and myself attended my colleagues home to discuss the matter.

My colleague informed me in confidence that if there was a 'way out' with some remuneration, he would take it as the working relationship with his Manager had become impossible (as had many other employees - another story).

Between us, we managed to negotiate a 'redundancy package' which was accepted and allowed the lad to move on and retain his sanity (yes - it really was that bad).

Many people do not understand or realise the seriousness of stress in the workplace. It is now one of the highest causes of absenteeism.

However, rather than having to deal with expensive prolonged absenteeism or even personal injury claims once the problem manifests, like many workplace hazards and risks, an employer has a duty of care to assess the risks in the workplace to ensure the health, safety and welfare of employees and others.

That is the law - and stress in the workplace should be risk assessed just like any activity, process or function and ensure that the risk of injury (including psychological) is reduced to an acceptable level.

Such assessments can be carried out by means of a questionnaire handed out to employees - unfortunately, many companies do not like these as they tell too many home truths about the way they operate and are reluctant to do this.

As Uncertain suggested, if a home visit or indeed neutral territory is a more suitable alternative method of maintaining communication, then I would attempt to organise this or certainly get a colleague/union rep to do this for the OP.

loopy_lass

yes they can ring her, BUT stress and anxiety come under mental health (which is still the HEALTH part of health and safery). The occy health is a good thing because they will assess what if any changes your wife needs in order for her to return to work without further stress and anxiety. i.e. less hours, different role etc.

if your wife has had other bouts of anxiety and stress she can apply under the disability discrimination act that they dont count any bouts of illness (of this kind) as absece.

hth

loops