Anxiety and Stress at work

WeakHeart

Interesting. A caring company may well adopt many of the practices that you recommend but whether we like it or not there is a stigma attached to 'stress' too. In my last workplace some of the senior management definitely saw it as a weakness or even an excuse! In this kind of climate it's even harder to support those suffering especially as they are far less likely to admit that they are.

dickydonkin

WeakHeart wrote: »

Interesting. A caring company may well adopt many of the practices that you recommend but whether we like it or not there is a stigma attached to 'stress' too. In my last workplace some of the senior management definitely saw it as a weakness or even an excuse! In this kind of climate it's even harder to support those suffering especially as they are far less likely to admit that they are.

A very valid point.

Many sufferers will try to persevere which only compounds their problem.

The 'non sufferers' who use stress as an easy excuse to 'bunk off' work or claim benefits are an insult to those who genuinely need help and inevitably tar everyone with the same brush.

cit_k

The important thing to remember, is to keep an eye on her health.

If she returns to work, and her health suffers again, its probably best if she works in a less stressful enviroment.

The worst thing to do, is to let her health deteriorate, as the company will fire her eventually if she is off long enough, and she will be too ill to work elsewhere...

So, monitor her health closely, and if the company start messing her around in anyway, or not taking it seriously, then again, treat that as a major warning sign to look around for a new job.

You can struggle on sickpay, you can survive on sickness benefits, you can get a job that is not as well paid but not as stressfull, but you cannot put a price on mental health......

shikoku

cit_k wrote: »

The important thing to remember, is to keep an eye on her health.

If she returns to work, and her health suffers again, its probably best if she works in a less stressful enviroment.

The worst thing to do, is to let her health deteriorate, as the company will fire her eventually if she is off long enough, and she will be too ill to work elsewhere...

So, monitor her health closely, and if the company start messing her around in anyway, or not taking it seriously, then again, treat that as a major warning sign to look around for a new job.

You can struggle on sickpay, you can survive on sickness benefits, you can get a job that is not as well paid but not as stressfull, but you cannot put a price on mental health......

Which is pretty much the point I was trying to make above; there comes a point where 'what is best for ME?' is the only factor of any importance; which is why I did not pursue it any further once I had been dismissed whilst off sick in the same situation, despite the manner in which it was done begging for legal action.

I asked myself bluntly how I would feel in six months if:

a) I cut my losses and moved on

b) Pursued it via an ET and had to keep going over it in my mind on a daily basis.

I decided b) was an intolerable proposition and went for a): 18 months on I can state with confidence I made the right decision for ME.

Uncertain

shikoku wrote: »

Which is pretty much the point I was trying to make above; there comes a point where 'what is best for ME?' is the only factor of any importance; this is why I did not pursue it any further once I had been dismissed whilst off sick in the same situation, despite the manner in which it had been done begging for legal action.

I asked myself bluntly how I would feel in six months if:

a) I cut my losses and moved on

b) Pursued it via an ET and had to keep going over it in my mind on a daily basis.

I decided b) was an intolerable proposition and went for a): 18 months on I can state with confidence I made the right decision for ME.

You are absolutely right that an individual must do what is right for them, not what is wrong for the other side!

We all react differently. Some will only be happy if they force the issue to the bitter end, others may indeed be best taking your view.

There is a saying "Before setting out for revenge, first dig two graves"......

jdturk

Uncertain wrote: »

There is a saying "Before setting out for revenge, first dig two graves"......

Never heard that saying before but quite good!

jdturk

dpassmore wrote: »

jdturk I have never stated on this thread that this topic is an easy subject to deal with. I know from your other posts that you are sensible and I always respect your views and comments.

I have based my posts on personal experiences and official statistics. The HSE's statistics are to be respected and trusted, however, I do concede however that many - yes many people use stress as an excuse for absence and indeed claims for compensation, but this should not detract from the problem that many employers underestimate, although I can understand the frustration of HR Managers who have to deal with such occurrences.

By implementing a stress policy, stress awareness training and risk assessment may just prevent malicious claims for stress, or at least would give a company a fighting chance of defending a claim. By making no effort to address the likelihood of stress in the workplace leave a company very vulnerable to litigation. I absolutely agree with this

I don't think I am wrong in assuming you represent the interests of the employer,You would be correct but I am not an employer whereas I think it is common knowledge from my previous postings, I have always spoke up for the employee, but I have also represented both factions in my previous positions as a company Health & Safety Officer and union branch official-which I can assure you, did conflict on many occasions.

As for being injured by "pursuing thrill seeking activities" out of work, where do you draw the line on that? I'll hold my hands up, I was being a bit faceitious (sp)

You just cannot expect an employee to simply stop 'pursuing' activities out of work that may or may not cause injuries that could result in absenteeism.

These 'thrill seeking activities' may just be the release of tension and which may prevent absenteeism due to stress in the long term - indeed, many companies send their staff on team building courses that involve adventure pursuits that involve an element of risk.

I would suggest we both have valid views on comments and I think we have a difference of opinions on some aspects, however, the subject of stress in the workplace is a complicated issue which minds immeasurably superior to ours, find difficult to address and resolve.

I would agree we generally have the same view but tend to be just each side of the line of agreement. Good to have a discussion though

dickydonkin

jdturk wrote: »

I would agree we generally have the same view but tend to be just each side of the line of agreement. Good to have a discussion though

Absolutely!

loopy_lass

can i just put mu pennth worth in, stress, depression, anxiety etc... if it is a chronic illness i.e. has happened a few times is covered by the disability discrimination act and employers do have a duty to facilitate and maintain a health return to work. Health and safety doesnt just cover bodily parts but mental health also.

If they then do something which makes the person go off sick for same reason they MAY be in breach of the DDA. I am in same situation and my workplace is a joke, however, now ive mentioned the DDA and a supported return to work they have suddenly pricked their ears up, they have asked me what i need to change to return to work and stay healthy, obviously this has to be "reasonable" i.e. maybe flexi time, starting an hour earlier/later, taking extra breaks etc. if you requested that you wanted them to open on sundays from 3am to 4am that would be unreasonable. iyswim.

going to see OH will back up your requests for altered working and may even suggest some great things you hadnt thought of. Being stressed isnt the persons fault, its an illness you cant see.

HTH

loops

loopy_lass

shikoku wrote: »

If at any time your wife feels that a meeting with either would aggravate her condition further - I have been there myself so I know exactly how this plays out - then she should advise them in writing that she is not well enough to attend.

i went to my meeting after saying i didnt know if i would feel upto it but would try (this shows willing) i turned up and after a couple of hours !!! i said i need to call a halt to this i cant carry on my head is swimming its too much. END OF, we shall reconvein next week sometime, and if i dont feel right then i shall do the same!


after going back over some posts can i also say, that, from personal experience, stress/anxiety etc may affect a large portion of the workforce and some people do use it to their advantage. I dont beleive this is the case here (not that it was suggested of course) but i want to say is.. i began taking time off with stress 3 years ago, my last bout really kicked me up the backside to the point of needing a psychiatric assessment.... result is .... something a little more serious. So initially it was seen as "just" stress but it was a precursor to something else. which i think should be considered if stress becomes chronic.
as for leaving, no no no.....

loops